A performance evaluation is a discussion session involving both the employee and his/her supervisor. The purpose of this dialog is to identify the expectations of both the employee and the supervisor. The goals of the supervisor are to establish expectations, gather information and provide feedback to the employee, which will enable him/her to produce the desired results. Performance evaluations should be conducted on each regular employee on an annual basis. General information as well as the procedure for conducting evaluations is covered in detail in System Policy33.99.03. To complete the process, a Performance Evaluation Form must be completed.
- Enter all information on the employee being evaluated (Name, Department, Title, UIN).
- Enter the dates for the evaluation period. For annual evaluations the dates are going to be from the beginning of the calendar year to the end of the calendar year (e.g. January 1, 2009 through December 31, 2009). For the six-month evaluation please enter the dates from when that employee was hired and the ending date should be six-months later.
- All sections must be completed and for each section, if a rating above or below a “3″ is given, then a reason/example of why that rating was given must be included.
- Enter the weights, which should have been already established by the respective Vice Presidents for their reporting areas.
- On the Final Summary Page, make sure to place a check mark by the Overall Rating that is being given.\
- Have the employee review and sign the evaluation. If employee refuses to sign then have the employee state their reason in the section supplied for comments.
- Supervisor must sign and date the evaluation form.
- Make sure the Goals section is complete. Information must be provided in the “Goals” and the “Relationship to Departmental Goals” sections.
- The evaluations will be reviewed and if items are missing (such as those mentioned above) then the evaluation form will be returned to the supervisor for corrections to be made and returned to the Office of Human Resources for final approval.
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