PER-2.13 May 1, 1992 Performance Appraisal

I. POLICY AND/OR OBJECTIVE

1. Performance appraisals may be used for but are not limited to the following:
   1. establishing goals and objectives for job performance;
   2. informing employees of strong and weak points, training needs or expected improvements, and suggested methods for improvement;
   3. determining the employee's eligibility for performance pay increases;
   4. recognizing an employee's potential for promotion;
   5. serving as a basis for disciplinary action; and
   6. assisting in determining the order of layoff and reinstatement.


2. Written job descriptions and job performance factors and performance standards should be given to and discussed with the employee when he or she assumes the position. Job performance factors are to be updated and discussed with the employee whenever there is a significant change in job duties.


3. A written appraisal of each employee's work performance shall be made at least annually. Semi-annual or mid-year performance reviews are encouraged.

II. PROCEDURE

1. To assist supervisors in preparing for and conducting performance appraisals, the Staff Performance Appraisal Form and the Ratings Scale are available.  Additional questions can be directed to Harvey Johnson, Director Affirmative Action/Employee Relations at 852-6688 or by email at h0john01.
   
2. With the exception of the pilot performance appraisal projects authorized by Human Resources, all performance appraisals shall be made by the employee's immediate supervisor, on the university Performance Appraisal Form, and shall be reviewed by the next higher level supervisor. The immediate supervisor's evaluation is final, but the higher level supervisor shall signify his or her review and may attach written comments which should be shared with the employee. Additional information about the pilot performance appraisal project may be found here.


3. Classified and Professional/Administrative employees' performance shall be appraised 30 days before the end of their provisional employment period. If the employee's service is unsatisfactory, the employee should be terminated before the end of the provisional employment period. Employees retained beyond the provisional employment period will be granted regular status. Copies of the appraisal are to be submitted to the Human Resources Department.


4. All staff personnel are to be evaluated in writing between January 1 and March 31 of each calendar year. Copies of the appraisal must be submitted to the Human Resources Department.


5. Performance appraisals may be conducted for classified or professional/ administrative staff at any time. When an employee's performance is first recognized as less than satisfactory and is not resolved through informal discussion, the supervisor must prepare written performance appraisals on a regular basis as described in paragraph F below, until the employee's performance improves or he or she is dismissed.


6. While each employee's performance shall be appraised at least annually, any appraisal related to pay-for-performance recommendations must be completed within six months of the submission of the recommended increase.

III. PERFORMANCE IMPROVEMENT PLAN

After receiving a less-than-satisfactory written appraisal, an employee shall be reevaluated at least once every 30 calendar days up to a maximum of 90 calendar days until:

1. the employee's performance has improved and is evaluated as at least satisfactory; or
2. the employee is terminated.

After the immediate supervisor completes a written appraisal, he or she shall discuss the results with the employee. The employee will be provided an opportunity to sign the evaluation form. Should the employee refuse to sign the appraisal, a notation shall be made on the form. Employees shall be permitted to submit written statements of disagreement that shall be attached to the appraisal form within two calendar weeks. A copy shall be given to the employee and the evaluation shall then be filed in the department with a copy forwarded to the Human Resources Department.

For additional information and assistance please see the Performance Improvement Plan.