The evaluation model can be mutual or it can be primarily an evaluation of the staff member by a supervisor. Even in this latter case, the staff member is expected to contribute to the supervisor's own evaluation. In a good evaluation system, participants feel what they learned more than justified the effort required. That's what this policy aims toward. Simplicity and straightforwardness can help make the system useful, not perfunctory nor an ordeal, to those who participate in it.
Fairness runs throughout a good process.
Especially fairness to the individual being evaluated, but also to the supervisor and to students and others served by the institution. The purpose of evaluation is to locate, at least once within the work year, a setting for the exchange of clear information about the exempt employee's performance over the year and to adjust or refine goals of the position or the professional goals of the employee. The exchange of information in the evaluation contributes to the development of the staff, the supervisor an their working relationship. There will be occasions when the supervisor's evaluation highlights or documents shortcomings. It is expected that these critical aspects of an evaluation will not come as a surprise.