Performance Program

1. The supervisor reviews the job description with the employee and makes updates to reflect the employee’s current responsibilities. Significant and permanent changes in the nature of responsibilities are reason to consider reclassification or salary increase.
2. The supervisor drafts goals. The employee may also draft goals. (optional)
3. The supervisor and employee meet to finalize the goals, the timetable for completion, and measures of success.
4. The supervisor makes necessary edits to the Performance Program.
5. The employee and supervisor sign the final Performance Program to acknowledge that this document will serve as the basis for the employee’s End-of-Year Evaluation. The employee may indicate disagreement/concerns and the reasons for concern in the employee comments section of the Performance Program.  A tentative date for the Mid-Year Discussion may also be scheduled.
6. The final Performance Program is forwarded to the appropriate Director, Dean, Vice President, President for review and signature.

Mid-Year Discussion (optional)

The employee may choose not to have a Mid-Year Discussion.  However the supervisor must schedule one if requested by the employee.  The supervisor may also schedule a Mid-Year Discussion if there are changes in goals or concerns about the employee's performance.

1. The employee and supervisor meet to review the employee’s progress on the goals and the supervisor provides feedback on overall performance.
2. The supervisor completes the Mid-Year Discussion form highlighting any changes in goals and entering comments about the employee's performance to date.
3. The employee and supervisor sign the Mid-Year Discussion form and forward it for additional signatures.
4. If changes were made, a new Performance Program is attached.  This updated document becomes the basis for the End-of-Year Evaluation.

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End-of-Year Evaluation

1. The supervisor drafts an evaluation, rating each goal and making comments about job performance. A final rating is indicated for overall performance.  The supervisor recommends renewal, permanent appointment, or non-renewal, as appropriate.  This recommendation is subject to review and approval by the remaining chain of command.  The employee may also draft a self-evaluation (optional).
2. The supervisor and employee meet to share their perspectives on the employee’s performance.
3. The supervisor finalizes the evaluation document to reflect the employee’s performance, as discussed in the meeting. The employee and supervisor sign the final evaluation. The employee may make comments in the employee comments section of the evaluation form.
4. The final document is forwarded for signatures. Any comments added at subsequent levels of review must be shared with the employee prior to taking any final employment action so that the employee has an opportunity to respond.  The employee may request that the optional self-evaluation or a list of accomplishments generated by the employee (optional) be attached.
5. When any employment action is taken, such as reappointment, a Current Employee Change Form must be completed, signed and forwarded to Human Resource Management.
6. After the Vice President signs the End-of-Year Evaluation, a new Performance Program is developed for the upcoming year as outlined in the Performance Program development section.