The Performance Evaluation Process

Performance evaluations are to be completed by the evaluator (the evaluated employee's immediate supervisor) on forms prescribed by the Division of Human Resources (DHR).

Once the evaluator has completed the Performance Evaluation form, it is to be reviewed with the evaluator's immediate supervisor (the reviewer) before the evaluation is discussed with the employee. Upon review and discussion with the employee, the employee, the evaluator, and the reviewer sign the evaluation form. Supervisors and employees should be aware that an evaluated employee's signature does not indicate agreement with the evaluation. In signing the evaluation form, the employee is attesting only to the fact that such evaluation has been discussed with him or her. The completed form becomes part of the employment record at the University, which is maintained by the Records and Data Management Division.

In addition to the evaluation form completed by the supervisor, employees are encouraged to complete a self-evaluation form annually. The employee self-evaluation is voluntary. It does not become part of the employee's employment record. It will, however, help the employee prepare for the discussion of his or her performance evaluation with the supervisor. It often assists the supervisor in understanding what the employee believes are his or her strengths and accomplishments on the job are and may help in directing an employee if they misunderstand their responsibilities.

Supervisors may provide additional performance feedback, either orally or in writing, at other times in an effort to provide appropriate information to employees about their work performance or probationary status. It is important to continue an open dialogue with employees related to their performance and to include this information in the formal written evaluation.

Supervisors should use the annual performance evaluation as a factor in recommending rate/salary increase, if any, through the provisions of the Salary Review Program.