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Evaluating administrative employees

PERFORMANCE EVALUATION

  • The annual performance evaluation must be completed and forwarded to the Office of Human Resources by June 1, but not before March 10 of each year.
  • The evaluation is conducted annually by the immediate supervisor and the reviewer.
  • The evaluation should assess the individual’s level of performance of the performance elements and characteristics established for that performance cycle (see Setting Clear Expectations).  For administrative and professional faculty who have work unit or departmental accountability, the evaluation should also consider overall unit accomplishments
  • The supervisor may ask the employee to complete a self assessment prior to the completion of the evaluation. A self assessment form is available on the S Drive/Fac-Staff/Forms/Word/Administrative Faculty Self-Assessment or by clicking here.

The immediate supervisor, and, if desired, the reviewer, will conduct an annual performance evaluation conference with the administrative or professional faculty member to discuss the evaluation.  The purpose of this conference is to promote the exchange of ideas, perceptions, and other relevant information.  

  • The reviewer, supervisor and the administrative or professional faculty member should sign the evaluation.  The administrative or professional faculty member may attach comments to the evaluation.
  • The completed evaluation must be submitted to the Office of Human Resources by June 1 of each year.

DEALING WITH UNSATISFACTORY PERFORMANCE  

  • Supervisors are expected to manage employee performance throughout the performance cycle and to address unsatisfactory performance as it occurs. 
  • In cases of unsatisfactory performance, ongoing performance management includes clear articulation and documentation of the performance deficiencies, corrective and developmental measures, coaching and interim reviews.
  • All measures should be documented and acknowledged by the administrative or professional faculty member. If there is no evidence of improvement, the appropriate senior vice president should be consulted for assistance to address the performance concerns.

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