Performance evaluations are an integral part of the University's Performance Management Process. The performance evaluation consists of a written evaluation of the employee’s job performance (30-60-90-Quarterly, Annual), the supervisor’s comments and recommendations, an action plan for both the employee and the supervisor, performance goals, and even a Performance Improvement Plan (PIP). The University expects that employees and their supervisors will meet periodically to evaluate work goals and required competencies. Evaluation of job performance should be an ongoing process. Proper supervision includes ongoing, informal observation and constructive criticism of the performance.
90-day Introductory Period
Each employee is in an introductory period of employment for the first 90 days.
Completion of the introductory period may be followed by a performance review.
Annual Evaluations
The University conducts annual performance evaluations to formally assess employee performance during the established evaluation period. Annual evaluations provide an opportunity for supervisors and employees to discuss accomplishments, performance expectations, professional development, and goals for the upcoming year. Employees are expected to complete the employee self-assessment before meeting with their supervisor. Supervisors are responsible for completing the evaluation, discussing the results with the employee, and documenting goals and any follow-up actions, as appropriate.
Among the criteria a supervisor may utilize for evaluation are:
- The performance level of the employee;
- Employee’s potential for growth in specific areas of performance;
- Positive feedback in areas wherein the employee is doing well;
- Basis for a specific plan to improve performance (Performance Improvement Plan - PIP);
- Compliance with the University’s service expectations;
- Alignment of goals with the University's Strategic Vision Plan (SVP).
The completed evaluation must be reviewed with the employee, signed by both the employee and supervisor, and submitted to Human Resources. An employee's signature acknowledges receipt and discussion of the evaluation and does not necessarily indicate agreement with its contents. Performance evaluations are intended to promote meaningful dialogue about performance, recognize accomplishments, identify opportunities for growth, and establish goals for continued success. Evaluation results may be considered, along with institutional priorities, available funding, budgetary considerations, and other applicable factors, when making employment decisions, including compensation. Completion of a performance evaluation or receipt of a particular rating does not guarantee a compensation adjustment or other employment action.
Based on the results of the performance evaluation, a supervisor may recommend a Performance Improvement Plan (PIP) to address identified performance concerns and support employee success.
Performance Improvement Plans
A Performance Improvement Plan (PIP) is a performance-management tool intended to help an employee address identified performance deficiencies and meet the expectations of the position. A PIP is not, by itself, disciplinary action and is not part of the University’s progressive disciplinary process.
A PIP may include:
- The specific performance concerns requiring improvement;
- The performance and conduct expectations that must be met;
- Measurable goals or required outcomes;
- Resources, training, or other support available to the employee;
- A defined review period and scheduled progress meetings; and
- The consequences of failing to demonstrate timely and sustained improvement.
Supervisors are expected to provide ongoing feedback and document the employee’s progress during the review period. The length of a PIP may vary depending on the nature and circumstances of the performance concerns. The University may modify or extend the plan when appropriate.
A PIP may be used independently or in conjunction with disciplinary action when both performance and conduct concerns are present. Placement on, or completion of, a PIP does not prevent the University from taking appropriate disciplinary action for separate or continuing misconduct, policy violations, or other circumstances.
Successful completion of a PIP requires the employee to demonstrate timely and sustained improvement. Failure to meet the expectations established in the plan may result in further action, up to and including termination of employment. Supervisors must consult with Human Resources before issuing, modifying, extending, or concluding a PIP. A PIP issued without prior Human Resources approval is not authorized by the University.
A PIP does not alter the at-will employment relationship or guarantee employment for the duration of the plan.