Performance Appraisal

Performance Evaluations

The ability to provide timely and well-reasoned feedback to employees is critical in the development of a quality workforce that supports the goals and mission of the University of Louisville. Supervisors have a unique opportunity to directly impact the work of the unit, the success of its employees, and ultimately, their own success. This is both a privilege and a responsibility.

The Performance Management Program is comprised of several different components, including the performance evaluation. The performance evaluation cycle includes four components: establish, plan, monitor and evaluate.

Establish: Create Clear Performance Factors/Goals

Creating clear job performance factors/goals ensures that employees understand the evaluation criteria. Supervisors should be honest and direct with employees regarding job expectations. Clear expectations help employees succeed in their positions. The importance of appropriately communicating what needs to be done, how it needs to be done, and when it needs to be done cannot be overstated. Employees cannot be expected to succeed if supervisors fail to give the parameters by which success will be measured. It is not necessary to micro-manage performance of tasks; instead provide clear examples as to what needs to be accomplished. Expectations should be aligned with the employees’ job description and should be provided in writing to the employee.

Monitor: Observe Performance

Once employee expectations have been established, it is the supervisor’s responsibility to appropriately monitor and coach the employee. Feedback, for both successes and opportunities for improvement, should be documented and provided to employees throughout the year. It may also be necessary to clarify expectations at various times throughout the evaluation year. Effective feedback is essential so that employees will not be surprised during the evaluation review.

Evaluate: Provide Objective Assessment of Performance

The evaluation provides documentation of the employee’s performance throughout the year. Completion of the evaluation should be a simple process if the supervisor has provided timely feedback, kept accurate documentation of both successes and areas that need improved, and communicated with the employee. It is important for employees to have a voice in the evaluation process. To assist in facilitating this process, employees will be provided the opportunity to complete the Employee Self-Appraisal Form.

Plan: Develop Job Factors/Goals and Objectives for the New Year

During the annual evaluation, a key component is discussing and planning expectations for the upcoming year. In order to best determine expectations going forward, supervisors should revisit the previously established job factors/goals and make modifications as necessary.

Performance Takes Flight PowerPoint

Performance Management Form

Performance Log 1

Performance Log 2

Performance Log 3

Performance Management Calendar