ARTICLE NINETEEN

DEPARTMENT OF ATHLETICS EMPLOYEE EVALUATIONS

Article Nineteen, Department of Athletics Employee Evaluations, is part of the University of Richmond Intercollegiate Athletics Policies and Procedures Manual. This article provides Department of Athletics Employees a concise basic reference on employee performance evaluations.

The materials and information presented here are a condensation of several policies, procedures and references about University employee performance evaluations. Please make a note of any information that conflicts with existing University, NCAA or conferences policies, procedures, or legislation. Submit noted conflicts or recommended changes and comments that may improve this article to the Department of Athletics' Senior Associate Director of Athletics, Robins Center, University of Richmond, VA 23173. Key information submitted to the specific page, paragraph and line of text. Provide reasons for each comment to insure understanding and complete evaluation. Pages are numbered and dated to aid in revision and additions.

Frequency of Evaluations

"An employee's job performance will be formally evaluated at least once per year. The performance review is designed to be a positive learning experience for the employee and it is important that the supervisor and the employee discuss the evaluation and exchange information about job requirements and performance expectations. Both parties should be able to present their thoughts for work improvement and job success. Both the supervisor and the employee must sign the formal evaluation to acknowledge that a two-way communication has taken place." At the discretion of the evaluator, the employee job performance evaluations may be made more frequently. Reviews of performance evaluations are by the appropriate Associate Director of Athletics, the Director of Athletics, the Director of Human Resources and, when appropriate by the President of the University.

The Department of Athletics Employees Performance Evaluation System will have a staggered schedule to provide timely evaluations. These evaluations are used for promotion, retention and salary decisions. The following schedule gives times for completion of evaluations. The evaluations should be reviewed, signed by the employee, and logged out of the Department by the Senior Associate Director of Athletics by these dates. The Director of Athletics and the Director of Human Resources approved this schedule for evaluations.

INSTRUCTORS/COACHES -- SEPTEMBER 30

FOOTBALL COACHES -- DECEMBER 15

ALL OTHER COACHES AND DEPARTMENTAL STAFF -- APRIL 1

There are three types of evaluations for personnel within the Department of Athletics.

1. The first type of evaluation is the University of Richmond Employee Performance Evaluation, a standardized evaluation form published each year by the Human Resources Department. This type evaluation is for all secretarial personnel and may be used with administrative staff (written narrative evaluations are the preferred evaluation for administrative staff).
2. The second type of evaluation is the Coaching Staff/Assistant Coaching Staff Performance Evaluation (see Appendixes A and B). These are special evaluations that rate coaches in their job performance based in part on criteria that are in keeping with the purposes and basic policy of the NCAA, and principles for the conduct of intercollegiate athletics. In addition to the ordinary criteria by which an individual is rated, consideration should be given to including the following:
   1. Academic progress of student-athletes (including graduation rates), manifested by a high percentage of student-athletes certified as academically eligible to participate and an acceptable percentage of student-athletes graduating within a prescribed period. Other indicators include: the percentage of student athletes in good academic standing over a period; extraordinary academic achievement of student-athletes; the kind and degree of academic support provided student-athletes that encourage academic progress, and the efforts made to secure that support.
   2. Adherence to professional and institutional code of ethics, manifested by coaches' exemplary behavior as stated in professional and institutional code of ethics.
   3. Knowledge of NCAA regulations (including adherence to the same), manifested by an individual's performance on rules examinations, an individual's statements, actions, and behavior or complicity in activities resulting in rules' violations.
   4. Maintenance of team discipline (on and off field of play), manifested by players' behavior or involvement in activities that are contrary to the rules of the NCAA, conferences, University or society.
   5. Development of a whole person, manifested by the promotion of citizenship, sportsmanship, academic excellence, personal development and leadership in student-athletes.

       

3. The third type of evaluation is the written narrative evaluation. This type evaluation should be used with all administrative staff employees and may be used with selected secretarial personnel.