The Performance Evaluation process assists supervisors and employees in evaluating performance, assessing training and development needs, recommending merit increases (when applicable) and documenting individual performance.
Generally speaking, written evaluations should happen at least once a year. For probationary employees, written performance evaluations ideally should be conducted at least once during probation and again at the end of the probationary period.
While day-to-day evaluations are usually informal, probationary and annual performance evaluations are more structured. As a best practice annual evaluations should include a discussion of on-going expectations, performance standards, and objectives or goals for the next year.
Performance Evaluation Forms for Policy-Covered and Represented Employees are available on the Managers & Supervisors Performance Evaluation web page.
Performance Management Program
Planning For Your Evaluation
There are actions that you can take to prepare for your annual performance evaluation. Following are some tips to help you get ready:
- Throughout the year, keep a log of your performance accomplishments. This may include a description of the accomplishment and the impact that it had on your department or the campus. This log will help to remind you of your achievements if you complete an Employee Self-Evaluation prior to your annual performance review.
- Keep a record of training you completed, projects completed, emails from others, and other documents that indicate your achievements.
- If applicable, review your performance goals and objectives for the year. If you did not accomplish them all, be prepared to discuss the reasons.
- Prior to your performance review, talk to your supervisor if you have any questions about the evaluation process.
- Prior to your performance review, prepare personal notes for the discussion as well as key points you would like to emphasize.
Staff are encouraged to fully participate in the evaluation process, including completing a self-assessment. A new Employee Self-Assessment Form is available for staff. For more information about completing the new Employee Self-Assessment, staff are encouraged to take courses in the Performance Management Program. Staff must receive advance approval from their supervisors to register for instructor-led courses or use worktime to view e-courses.
If you don’t wish to complete a formal self-assessment, consider documenting your responses to the following questions. Then, submit this information to your supervisor prior to your annual performance evaluation discussion. This will assist your supervisor in better understanding your perspective on annual accomplishments, development needs, abilities, and goals.
- What do I consider to be the important abilities that my job requires?
- What are some aspects of my job that I like best? That I like least?
- What are the ways in which my superiors can help me to do my job better?
- In what aspects of my job do I feel I need more experience and training?
- What are my major accomplishments for the past year?
- What have I done for my personal and/or professional development?
- Are there any changes I would like to see made in my job that would improve my effectiveness?
- Are all of my capabilities being utilized in my present position? If not, how can they be better utilized?
- What are specific things I need to do in the next year for my own development?
- In what ways would my present position better prepare me for assuming more responsibility? What are my long-range plans? What type of work do I see myself doing five years from now? How am I preparing myself for this work?
When the information presented on this web page or elsewhere on this site is in conflict with University policies, procedures or applicable collective bargaining agreements, the terms of those University policies, procedures and agreements shall govern.