The development goals are goals that focus on building an assessor’s Assessor’s knowledge, skills, and capabilities to increase their effectiveness and contribution to the organization and the project. These goals are designed to help grow in both their current position and to prepare them for future roles. The 36 hours of annual training requirement will be entered in Perform2Acheive and will be considered as part of the performance reviews. The Assessor and the Manager will create the annual plan during the first 2 months of hire and annually during performance review meetings thereafter. The professional development goal will be measured along with all other established UTHealth Houston performance standards.
Quality of Work: Delivers a high quality of work that is timely, accurate and thorough.
Job Knowledge: Has and demonstrates the required knowledge, skills, and capabilities to accomplish tasks and meet objectives.
...
Newly hired staff are subject to a six-month probationary period, and it is recommended that a review is conducted at 2, 4, and 6 months from their date of hire or transfer. At minimum, one performance review must be conducted within the probationary period.
...
Manager schedules performance discussion.
Manager and employee review probationary review form and discuss performance.
Employees and managers sign the review form in P2A. An employee recommended for dismissal is not required to sign the form in P2A.
Managers will contact UTHealth Houston’s Human Resources department and Employee Relations Advisor for guidance for staff termination.