Per University Policy HR-17.00-2004/07, the employee shall be provided with a current position description and a list of goals, objectives and/or standards at the time of appointment to a position.
Once a new employee has been assigned to their position in the Position, Performance, and Employment Management System (PPEMS), the supervisors will receive an email from Human Resources encouraging the supervisor to meet with the employee to review their job description and establish objectives. This action is completed online in the Position, Performance, and Employment Management System.
Prior to the employee's one year anniversary date the supervisor should complete a mid-year informal review with the employee to discuss how the employee is performing to date. You may want to address areas where you see improvement is needed or specific areas where the employee is performing well. You should take notes of your conversation with employee and also note and address any concerns the employee may have. This meeting is an opportunity to address questions and/or concerns from the employee and/or supervisor.
Position Orientation Evaluations
On or before the employee’s one year anniversary date the supervisor should ask the employee to initiate their position orientation evaluation. This is done by completing the self-evaluation form and sending it to the supervisor. The supervisor will then complete the performance evaluation portion.
The supervisor should review the employee’s previous year’s objectives, complete the evaluation, and then meet with the employee to discuss their performance evaluation and review their objectives for the next review period. The supervisor will then forward the evaluation back to the employee to review and certify and send to Human Resources. After the initial position orientation is completed, this process will continue annually on a fiscal year from July 1 to June 30.
Suggested Routing Process for Evaluations
Employee (completes their self-evaluation form) → Supervisor (completes their portion and meets with the employee) → Reviewing Officer (optional → Supervisor) → Send Evaluation to Employee to Review/Certify → Employee Certifies and Sends to Supervisor → Supervisor sends to HR.