||Other Working Conditions: Evaluation of Employee Performance
||Date of Present Issue:||
||Date of Previous Issues:
Fulfillment of the University's mission is directly dependant on successful
performance of all employees. Performance Evaluation provides for communication
between supervisors and employees to promote successful performance. Faculty
will be evaluated by department heads, as outlined in the Agreement with the
Faculty Association. Members of the ESP bargaining unit will be evaluated by
supervisors at least once a year using the rating form in Attachment 2. The
following procedure will apply for all non-union employees.
Department heads are expected to conduct periodic performance evaluations
of employees in their departments for the purpose of reinforcing satisfactory
performance, correcting unsatisfactory performance, and for setting goals and
expectations for the individuals and the department. All performance evaluations
must be discussed with the employee involved. Written performance evaluations
must be conducted for each employee a minimum of once a year.
A copy of the written report must be given to the employee and a copy placed
in the employee's personnel file in the Employee Relations Office by June 1
of each year.
For Non-Union Employees
|Employee Relations Office
||1. Issues evaluation form and job description to the
supervisor for each employee in his/her area of responsibility, at the
beginning of the fiscal year (July 1).
||2. Reviews job description with the employee; jointly establishes goals
and objectives and completes Part A by September 1st of each year.
Part A - Performance Plan
Lists major areas of responsibility from job description; prioritizes
responsibilities with employee; sets goals and objectives to meet
these responsibilities with the employee; completes, signs, and obtains
employee's signature on Part A of form; sets date for evaluation
of the goals within six to eight months of initial meeting (no later
than April 1).
3. Part B - Performance Evaluation
(to be completed by April 1 of each year)
Assesses degree of attainment of established goals in relation to
expected standards; Completes performance evaluation, using specific
examples to illustrate degree of attainment of goals.
Part C - Performance Summary
Summarizes evaluation of overall performance for the year. Lists recommendations
for continuing development and improvement.
4. Meets with employee, conducts the appraisal interview, and reviews
Parts A, B, and C of evaluation form. Discusses past performance and
possible development activities.
||5. Signs Part C of evaluation form; adds any comments, if desired. (Employee
may wish to expand in writing on supervisor's comments or indicate disagreement
with evaluation. This should be stapled to Part C of form.)
||6. Signs Part C; submits to his/her superior for review.
||7. Reviews entire document to determine that it has been done correctly
and according to standard procedure. Attempts to resolve any differences
noted on Summary page between employee and supervisor. Signs Summary page,
Part C and forwards to Employee Relations for distribution.
|Employee Relations Office
||8. Distributes copies: pink to employee; yellow copy for departmental
file; original to be retained in the Employee Relations office.
9. Files original in employee's personnel file. Confirms that annual
evaluations are con-ducted for all non-faculty employees.