Performance Evaluation

To assist an Employee in meeting the University's high standards, he/she should seek regular advice, counsel and feedback on his/her performance. This feedback can come from a number of sources, but is most frequently provided by the supervisor. The supervisor can provide both positive and corrective feedback to help an Employee achieve excellence in his/her job and meet the professional goals that the Employee and the University have set.

The University strongly encourages an Employee and his/her supervisor to discuss job performance and goals on an informal, day-to-day basis. An informal performance evaluation may be conducted after the Employee's six (6) month probationary period. Job performance will be formally evaluated at least once per year. The performance review is designed to be a positive learning experience for the Employee and it is important that the supervisor and the Employee discuss the evaluation and exchange information about job requirements and performance expectations. Both parties should be able to present their thoughts for work improvement and job success. Both the supervisor and the Employee are required to sign the formal performance evaluation to acknowledge that a two-way communication has taken place. The performance evaluation will be reviewed by the department head and the Associate Vice President for the Department of Human Resource Services, and when appropriate, by the Vice President of the Division.