91亚色

91亚色 values the contributions of all employees. The University recognizes that regular and open communication between supervisors and employees helps create and maintain a productive work environment.

While supervisors are encouraged to continually coach and mentor their staff, the University鈥檚 Staff Annual Performance Appraisal Process provides the framework and guidelines to formally document and evaluate performance on an annual basis.

Process Goals

• Clearly define performance expectations.
• Enhance communication between supervisors and employees.
• Foster a culture of ongoing feedback, recognition and professional development.
• Encourage dynamic and collaborative goal-setting.
• Create a shared understanding about individual goals, department.
• Review the University鈥檚 expectations of employees related to Ethics, Confidentiality and Conflict of Interest.

Schedule

Employee performance is evaluated on a fiscal year basis (June 1 鈥� May 31). All employee evaluations must be turned in to the Human Resources Department on or before July 31 each year.

Employees completing their probationary period will fall into the regular performance cycle as follows:

For example:

• Jane Smith successfully completed her probationary period and received a probationary evaluation on August 9, 2023. Her next performance appraisal is due by July 31, 2024.
• John Thomas successfully completed his probationary period and received a probationary evaluation on February 17, 2024. His next performance appraisal is due by July 31, 2025.

For more details about the probationary process, please see the Probationary Period policy and Staff Probationary Evaluation (.pdf).

The Performance Appraisal for Facilities and Public Safety

These forms were developed to facilitate dialogue between supervisors and employees in the Facilities and Public Safety department related to the following:

Supervisors are encouraged to utilize the comments section for each responsibility to make note of excellent performance or areas for improvement/development/training.

In the 鈥淐omments and Required Actions Section鈥� supervisors should make general notes about the employee鈥檚 overall performance and/or required actions. Employees can also add general comments related to performance in the 鈥淓mployee Comments鈥� section.

Supervisors should review the University鈥檚 Code of Ethics and Confidentiality policies with each employee. Employees are then required to sign the Code of Ethics and Confidentiality Agreement.

The performance appraisal should be signed and dated by the employee, immediate supervisor and next level manager before returning it to the Human Resources Department on or before July 31 each year.

The Staff Annual Performance Appraisal

This performance worksheet is designed to evaluate and rate employees鈥� performance in the following areas:

1. Job Responsibilities 鈥� the day to day functions and accountabilities of the position found on the position description
2. Baseline competencies which include:

Additional competencies may include:

3. Once all job responsibilities and competencies are rated, an average score is calculated within the form. All ratings must be completed to ensure accurate scoring.
4. Last year鈥檚 goals 鈥� Supervisors should reflect upon the goals established for each employee in the previous fiscal year and evaluate the results achieved.
5. Employees and supervisors should collaboratively establish goals for next year using the SMART format (Specific, Measurable, and Aggressive yet achievable, Realistic, and Tied to a timetable).
6. Supervisors are also encouraged to utilize the space provided to enumerate each employee鈥檚 鈥淎reas of Excellence鈥� and 鈥淒evelopment Opportunities鈥�.
7. Supervisors and employees are able to record comments related to performance in the designated sections.
8. Supervisors should review the University鈥檚 Code of Ethics and Confidentiality policies with each employee. Employees are then required to sign the Code of Ethics and Confidentiality Agreement.
9. The performance appraisal should be signed and dated by the employee, immediate supervisor and next level manager before returning it to the Human Resources Department on or before July 31 each year.

Appeals Process

Both forms provide employees a space for comments and/or to document any disagreements or disputes related to the evaluation. Prior to documenting concerns on the form, employees are encouraged to discuss any issues or disagreement with their immediate supervisor during the evaluation. Often this open dialogue will provide the opportunity to review and resolve any misconceptions or differences in opinion related to the performance evaluation.

If there are still concerns or conflicts following this dialogue, an employee may make a formal appeal in writing to the Vice President of the appropriate work area within 30 days of the performance evaluation. The appeal should include the rating received and any associated comments from direct supervisor and the rating sought along with any related information.

Leadership will review the appeal and respond within 10 days of receipt. The employee may be given the opportunity to attend a meeting with the supervisor and respective leadership to review the decision and any related follow up activities. Leadership鈥檚 review and resolution of the formal ap