TO: All Members of the University Community 97:8
DATE: September 1997

1. POLICY
   A formal performance appraisal process is one method to facilitate communication with an employee relating to his/her job performance. While the University encourages frequent and informal communication on performance between the employee and his/her supervisor, it is also important to formally document the employee’s performance on a routine basis. To accomplish this, the University encourages supervisors to complete performance appraisals on their full-time employees on an annual basis.
2. PROCEDURES
   1. Administrative and Administrative support employees:
      1. The approved performance appraisal form can be obtained from the Office of Human Resource Development.
      2. The supervisor may use this form or may choose an alternate method of written evaluation. However, the factors that are listed on the University provided Performance Evaluation form such as "Ability to Develop Employees", "Quality Management", "Dependability", "Attainment of Fiscal Year Goals" etc., must be incorporated in the alternative method.
      3. In order to receive a merit increase, the employee must have a current satisfactory performance appraisal in his/her personnel file. To be considered current, the performance appraisal must have been completed within the nine (9) months preceding the effective date of the merit increase.
   2. Clerical & Technical Association (CTA) and Resident Hall Director employees covered by their collective bargaining agreements:
      1. The terms of each collective bargaining unit agreement define the criteria and/or process to be used in the performance appraisal process.
      2. Supervisors can obtain the appropriate form, or information, from the Office of Human Resource Development.
   3. POLC, AFSCME, and Nurses covered by the terms of their collective bargaining agreement:
      1. These employees should be evaluated on an annual basis.
      2. The supervisor may use the basic performance appraisal form obtained from the Office of Human Resource Development, or may use an alternate method if approved in advance by HRD.
   4. It is recommended that supervisors conduct annual performance appraisals in the late winter/early spring each calendar year.
   5. The supervisor shall meet with the employee to review the completed appraisal. The employee and supervisor are to sign the performance appraisal. The employee’s signature does not necessarily indicate that he/she agrees with the appraisal, but only that it was reviewed with him/her. A copy may be given to the employee and the original must be sent to the Office of Human Resource Development for inclusion in the employee’s personnel file.
   6. Although not required, supervisors are encouraged to also evaluate their part-time employees.