- 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.
- The supervisor drafts goals. The employee may also draft goals. (optional)
- The supervisor and employee meet to finalize the goals, the timetable for completion, and measures of success.
- The supervisor makes necessary edits to the Performance Program.
- 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.
- When an employment action is taken, such as reappointment, a Current Employee
Change Form must be completed and forwarded along with the Performance
Program and End-of-Year Evaluation to the appropriate Director, Dean, Vice President/Provost/CIO, President for review and signature.
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.
- The employee and supervisor meet to review the
employee’s progress on the goals and the supervisor provides feedback on overall
- The supervisor completes the Mid-Year Discussion
form highlighting any changes in goals and entering comments about the employee's
performance to date.
- The employee and supervisor sign the Mid-Year
Discussion form and forward it for additional signatures.
- If changes were made, a new Performance Program
is attached. This updated document becomes the basis for the End-of-Year
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Professional employees are evaluated on effectiveness in performance
(performance program), mastery of specialization, professional ability,
effectiveness in university service, and continuing growth. (See Article XII,
Title B & C of the Policies for additional information.)
- 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).
- The supervisor and employee meet to share their perspectives on the employee’s performance.
- 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.
- 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)
- When any employment action is taken, such as reappointment, a Current Employee
Change Form must be completed and forwarded along with the End-of-Year
Evaluation and Performance Program to the appropriate Director, Dean, Vice President/Provost/CIO, President for review and signature.