Purpose

It is the responsibility of Leadership to provide clear behavior and performance expectations to Employees. The objectives of University performance evaluations are to:

1. Ensure Employees have a clear understanding of the expected behaviors and performance levels for their position;
2. Facilitate effective communication between Employees and Leaders;
3. Ensure Employees have input into performance planning and evaluation;
4. Ensure Employees receive feedback about their performance;
5. Provide Employees with an understanding of how their individual work contributes to the University’s strategic plan.

Policy Statement

Performance evaluations are completed electronically in the University performance management system. Human Resources is responsible for the administration of the performance management system, including notifications and providing completion status reports to Leaders.

Definitions

For the purpose of this policy only, the following definitions shall apply:

• Employee – An individual who provides services on a regular basis in exchange for compensation and receives a W-2 for such services. Employee does not include temporary Employees, or Employees in a Faculty position who are evaluated using the Faculty Evaluation Form.
• Leader - Individuals at the University who have Employee(s) that are not in a faculty position reporting to them.

Administrative Procedures

1. Leaders complete each step of the performance evaluation for all eligible Employee(s) who report to them by the established deadline.
2. The performance evaluation is completed annually.
3. Effective performance management includes regular evaluation and feedback, developmental opportunities for Employees, recognition of behavior and performance that exceeds expectations, and support for Employees who need to improve behavior and/or performance.
4. Employees are offered training to access and use the performance management system as a professional development and performance improvement tool.
5. Evaluations are stored electronically in the performance management system.
6. Performance evaluations may be considered for situations involving coaching and corrective action; salary increase; promotion, demotions, or transfers; or determination of reduction in force.
7. If an employee will receive “does not meet” or “needs improvement” in one or more areas, leaders should discuss with their leader and their HR Business Partner.
8. Information on the current performance evaluation procedures and the requirements for Leaders and Employees are available via the Human Resources website.