3.18 Evaluation

The performance review and planning process should add value, identify organizational barriers, offer the opportunity to explore career aspirations and provide employees with feedback and honest dialogue.

1. Supervisors, with their employees, shall set and evaluate work objectives and performance standards. Supervisors are responsible to help develop employees’ skills, knowledge, and abilities to better meet the objectives and standards by providing continuous feedback. To assist the annual review process and avoid recency bias at the time of the annual review, supervisors will keep confidential records of their employee’s performance and progress, continually review areas for growth, and schedule regular check-ins with their direct reports.

    

2. Employees are expected to develop the skills, knowledge, and abilities to enable them to perform consistently to meet objectives and standards. Employees will assist in the annual review process by keeping records of training throughout the year, seek opportunities for growth in their area, and actively participate in check-ins with their supervisors and at the time of their annual review. Employees are entitled to know how their performance is reviewed and how they can improve or enhance their skills.

The Office of Human Resources will facilitate an annual performance review and assessment process for the university.

The Office of Human Resources will ensure that annual reviews are completed in a timely manner for full-time and part-time staff.

The President, or designee, will ensure that the annual performance review and assessment for Vice Presidents is completed.

The Vice President for Academic Affairs will ensure that the annual performance review and assessment process is completed for College Deans, full-time, and part-time faculty.