University Staff Performance Management

An effective performance management program is essential to supporting, developing, and retaining talented employees. Performance evaluations provide meaningful feedback on accomplishments, goal attainment, and overall contributions, while also helping guide professional development and performance-based decisions.

• Consistent withÌý,Ìý, and the Administrative Policy Statement onÌý, all university staff, including those who are partially or fully grant-funded, must receive an annual performance plan, a performance evaluation, and an overall performance rating for each university staff position an individual employee occupies.
• Supervisors are not required to complete performance plans, evaluations, and overall performance ratings for retirees occupying temporary university staff positions.
• All employees shall be evaluated based on their job performance during the previous evaluation period. The performance evaluations are quantitative, as they correlate to the defined performance rating levels. Supervisors are also encouraged to provide feedback as relevant to SMART goals.

Details

• University staff performance management cycle is July 1 to June 30
• Year-end Evaluations due by Sept. 15
• Goal setting and performance planning due by Oct. 15

• Mid-year coaching/connected conversations should be completed by March 31

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