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Performance Evaluation

Policy Number: HR-42
Effective Date: July 2002
Revisions: June 2002, July 2000
Responsible Officer: Senior Vice President of Student Life & Administrative Services

PURPOSE

This policy was established to provide an organized system for goal-setting and performance evaluation whereby employees regularly receive and discuss constructive information about job performance, departmental and University expectations and serves as a forum to facilitate planning and resource allocation.

I. POLICY

Goal setting and performance evaluations are intended to be positive processes that encourage ongoing and active communication between supervisors and employees, contributing to an accomplishment-based approach to personnel decisions.

II. ELIGIBILITY

This policy applies to all University regular and contractual non-faculty employees not affiliated with collective bargaining units.

III. GUIDELINES

  1. Supervisors are required to conduct a formal goal-setting and performance evaluation process with each professional staff member on an annual basis. Goal setting should be a joint activity between supervisor and employee with the emphasis placed on an open dialogue about goals and standards. Supervisors are encouraged to offer regular, constructive comments on performance throughout the year.
  2. Employees will be evaluated on or about ninety (90) days after employment. Thereafter, employees will be evaluated on a schedule as determined by the University.
  3. Employees must be given the opportunity to express, both verbally and in writing, their comments regarding the content of performance reviews. Department heads are required to communicate this opportunity during the formal evaluation discussion. A copy of each performance evaluation, signed by both the immediate supervisor and the employee, must be sent to the Human Resources office generally within ten (10) days following the evaluation.

Inquiries regarding this policy can be directed to the Human Resources Department.