Performance appraisals may be used for but are not limited to the following:
Establishing goals and objectives for job performance;
Informing employees of strong and weak points, training needs or expected improvements, and suggested methods for improvement;
Determining the employee's eligibility for performance pay increases;
Recognizing an employee's potential for promotion;
Serving as a basis for disciplinary action; and
Assisting in determining the order of layoff and reinstatement.
Written job descriptions and job performance factors and performance standards should be given to and discussed with the employee when he or she assumes the position. Job performance factors are to be updated and discussed with the employee whenever there is a significant change in job duties.
A written appraisal of each employee's work performance shall be made at least annually. Semi-annual or mid-year performance reviews are encouraged.
A provisional status employee will receive a progress report every two months during the provisional employment period. A written performance evaluation will be provided prior to the completion of the provisional employment period, based upon the job factors established for the position.
PERFORMANCE IMPROVEMENT PLAN
Performance Improvement Plans, if applicable, shall be implemented when:
An employee's performance is first recognized as not meeting expectations and is not resolved through informal discussion, or
An employee receives a “needs improvement” written evaluation.
During the performance improvement plan period an employee shall be evaluated at least once every 30 calendar days up to a maximum of 90 calendar days until:
The employee's performance has improved and is evaluated as at least meeting expectations; or
The employee is terminated under the provisions of the staff disciplinary process, PER 5.01.
The Performance Improvement Plan is designed to provide employees a reasonable amount of time to improve. However, employees remain subject to disciplinary action related to unsatisfactory performance and/or other violation(s) of university policies and procedures in accordance with PER 5.01, Disciplinary Action.
After the immediate supervisor completes a written summary of the areas which require improvement or an evaluation, he or she shall discuss with the employee. The employee will be provided an opportunity to sign the applicable document. Should the employee refuse to sign, a notation shall be made on the memorandum and/or evaluation. Employees shall be permitted to submit written statements of disagreement that shall be attached to the applicable document within 15 calendar days. A copy of the memorandum and/or evaluation shall be given to the employee and shall then be filed in the department with a copy forwarded to the Human Resources Department.
The Employee Relations and Compliance Office must be notified whenever an employee receives a “needs improvement” performance evaluation.