Supervisors are encouraged to regularly provide feedback on employee job performance and goal achievement. In addition, formal performance evaluations are typically conducted at the close of each fiscal year (June 30) to provide the employee and supervisor an opportunity to discuss job performance, recognize strengths, identify areas for development, improvement, and discuss approaches for setting/meeting goals. 

This evaluation should include a review of the employee’s job description with their supervisor. If it is determined that changes should be made to accurately reflect the employee’s responsibilities, the supervisor will submit these to the VP of Human Resources + Inclusion. Timely submission of a performance evaluation with an overall performance rating of satisfactory or higher is required for staff to be eligible for any approved salary increase.

Compensation at the Cleveland Institute of Art is based on factors including but not limited to satisfactory job performance, economic factors (enrollment and funding), value of job within the College, value of job externally in the geographical areas in which we recruit, and other considerations. The goal of the College is to maintain a salary structure that is competitive with other institutions of higher education and the labor market from which we recruit. While not guaranteed, salary increases for cost of living and for merit, as well as periodic overall salary evaluation, are considered in this goal.