UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION

Transcription

1 UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION Name Title Division/Department Supervisor Conference date Time period being reviewed Type of review probationary: 3 or 6 month (circle one) permanent (annual) Performance evaluations are designed to assist in the professional development of the staff member, to encourage a high level of service to the University, and to give the staff member a clear understanding of her/his role in the unit in which employed. Academic Staff evaluations shall abide by Chapter 105 of the Academic Staff Personnel Policies and Procedures as follows: Supervisors shall request academic staff self-evaluations prior to December 1 and staff shall submit their self-evaluations on or before January 15. The supervisor shall hold a conference with the staff member no later than 20 working days after January 15. A written evaluation of the employee s performance, as discussed at the conference, shall be given to the employee by the supervisor within 5 working days after the conference. If there is no written evaluation by the supervisor within 5 working days after the conference or if no conference is held, the employee s self-evaluation will stand as the official performance evaluation. University Staff performance evaluations shall be given annually on or near employee s anniversary date, per University Guidelines. PROCESS: 1. University Staff supervisor notifies employee of evaluation discussion date, allowing employee up to 10 working days to complete self-assessment. 2. Employee completes self-assessment and sends to supervisor prior to meeting. 3. Supervisor completes assessment section prior to meeting. 4. At the meeting, employee and supervisor discuss, sign and date the evaluation form. Employee may add additional comments at the time it is signed. 5. Supervisor forwards the completed, signed evaluation to department head. 6. Department head signs and forwards to Division head. 7. Division head signs and forwards to Business Manager for Personnel file.

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3 SELF-ASSESSMENT TO BE COMPLETED BY EMPLOYEE I. Evaluate your performance of the regular duties as stated in your position description and any special objectives or goals, which were established for the year at a previous evaluation. II. Describe special activities and projects within your departmental duties which you completed and assess their contribution to the achievement of the objectives of your department. III. Indicate the nature of your professional development activities to enhance your job performance and professional skills. (Include courses, degrees, seminars, training, or participation in professional organizations.) Assess the impact on your professional development. IV. List activities that are beyond the scope of your departmental or position description related responsibilities. Appropriate examples include service on standing committees governance and other campus-wide, college/school, department or unit activities or service projects. V. List any special goals and objectives for the next year. VI. If you have a supervisory appointment assess your performance in hiring, coaching, performance review, and conflict resolution. Employee's Signature

4 SUPERVISOR ASSESSMENT TO BE COMPLETED BY IMMEDIATE SUPERVISOR I. Review the position description (note modifications, if any) and briefly evaluate employee's performance of regular job duties and responsibilities as well as any special goals and objectives established for the year (Section I on employee's evaluation). II. III. Comment on the contribution of special activities and projects completed by the employee within their departmental duties and assess their contribution of the achievement of the objectives of the department (Section II on Employee's Evaluation). Comment on professional development activities (Section III on employee's evaluation). IV. Comment on activities as described in Section IV of employee s evaluation. Include activities that are beyond the scope of his/her departmental responsibilities as noted on the position description. Appropriate examples include service on committees, governance and other campus-wide, college/school, department or unit activities or service projects. V. Assess and discuss employee s suggested goals and objectives for the next year. List any other goals and objectives for the next year. VI. If employee has a supervisory appointment, assess his or her performance in hiring, coaching, performance review and conflict resolution. VII. Summarize overall evaluation of performance (e.g., needs improvement, satisfactory, excellent, etc.)

5 ACKNOWLEDGEMENT TO BE SIGNED AND DATED BY EMPLOYEE AND SUPERVISOR Supervisor: Please choose one of the following: Employee did not meet performance standards Employee met performance standards Employee exceeded performance standards Employee s performance is excellent Response/additional comments, if any, from employee. Signatures verifying the performance evaluation has been completed and reviewed: The employee s signature does not necessarily indicate agreement, but attests that the employee has had an opportunity to read and discuss the review. Employee Supervisor Department Head Division Head