Performance Management
The overall success of the University relies on the individual accomplishments of all faculty and staff. The Performance Management Program provides a mechanism for communicating responsibilities and evaluating achievements. All permanent University staff are evaluated annually on their performance.
SPA Performance Management
Performance appraisal information is one consideration in making other personnel decisions such as promotions, disciplinary actions, layoff determinations, and salary increases. Therefore, proper application of the performance management system is essential in the effective application of other personnel policies.
- The annual performance cycle runs from June 1 to May 31.
- The employee's work plan is made up of "principal functions" that include specific performance expectations.
- Work plans must be issued within 30 calendar days of the start of the cycle or the employee's start date.
- Performance expectations and appraisals are recorded on a standardized form, the Performance Management & Competency Assessment Form.
- Employee are rated on a 5-pt scale: Outstanding, Very Good, Good, Below Good, or Unsatisfactory.
- Go to Policy.
As part of the career banding system for SPA permanent employees, supervisors must also conduct an annual employee competency assessment along with the annual performance appraisal. Both are recorded on the Performance Management & Competency Assessment Form.
EPA Non-Faculty Performance Management
No standard form is required for EPA Non-Faculty annual performance evaluation: Supervisors may use a suggested evaluation form available on the Human Resources website, may issue a letter to the employee, or may use some other comparable way of appraising the employee’s performance. Annual evaluations are due by June 30. Go to Policy.
