PERFORMANCE MANAGEMENT and EVALUATION POLICY for the College of Communication
One formal performance evaluation is required for all classified and administrative and professional staff at the College of Communication on an annual basis. Informal performance reviews are encouraged to provide additional feedback throughout the year.
Purpose
The purposes of performance evaluations are to:
- provide a fair assessment of the employee’s performance
- assist the employee to improve performance and identify career development and training needs
- provide a basis for determining appropriate compensation
- support and provide documentation for personnel actions under approved policies
Performance Management Process
1) Initiate - At the start of each evaluation cycle, all employees shall be made aware of their individual performance evaluation criteria identified on their Position Description.
2) On-Going Feedback - Throughout the performance management cycle Supervisor and Employee may choose to maintain a journal of performance achievements, progress and areas of improvements.
3) Informal Reviews - Supervisor and Employee may meet for a brief, informal performance review during the management cycle. The College’s Informal Review Form (PDF) may be completed, discussed and signed by both Employee and Supervisor.
4) Annual Performance Evaluation Form - Supervisors shall use the official University Performance Evaluation Form set up as the College of Communication Performance Evaluation Form by pasting Position Description responsibilities into the Key Responsibilities column of the form. Instructions are available on the Performance Management section of the HRS website.
5) Preparation - Meetings should be scheduled several weeks in advance in order to provide time for preparation by both the supervisor and employee. An employee may prepare by completing a self-evaluation using the same or similar form.
6) Evaluation Discussion - During the evaluation discussion the employee and supervisor review past performance, acknowledge accomplishment, identify areas of improvement and of growth, and agree upon performance and personal goals for the coming year.
7) Documentation - The completed evaluation form shall be signed by the supervisor and the employee and then placed in the employee’s personnel file. A copy of the evaluation form shall be given to the employee and a copy sent to the Dean’ office.
Criteria
Employee performance evaluations shall be based on a written position description. Criteria for superior, very good and satisfactory performance shall be written and specific and shared with employees prior to the evaluation to ensure a fair evaluation based on agreed upon standards.
Evaluation Dates
Employees should be evaluated on the anniversary of hire date. If an employee changes departments within the College, the new start date becomes the new anniversary date for purposes of the performance management process.
New Employees
- Supervisors shall ensure that new employees are given an orientation to the College, in addition to the University’s orientation program. Expectations containing performance criteria, information regarding the performance management process, and general office policies and procedures should be discussed during the first week of employment. New employees must be evaluated formally before the end of their six months probationary period using the University Probationary Evaluation Form and then again formally after one year of service.
Multiple Supervisors
In cases of employees with multiple supervisors, one supervisor must be identified as the primary supervisor. The primary supervisor writes and conducts the performance evaluation, with input from the secondary supervisor. Employees must be informed who is their primary and secondary supervisors and who will be conducting the evaluation.
