Every employee should receive a performance review at least once every calendar year.

• Every regular full-time and part-time staff.
• All staff employees who have completed their provisional period by December 31 should have an annual evaluation completed.
• Faculty are typically reviewed through a separate evaluation process.
• Temporary and student employees are not considered classified employees.

There are three common causes for this issue, but you can contact HR if you are experiencing this difficulty:

• The position information of you and/or your employee is not up to date in the system.
• Your institution administrator has not created the document.
• Your employee is in a provisional period (typically those hired/rehired within 6 months of the start of the evaluation cycle.

The performance evaluation includes setting goals, providing continuous feedback, supporting training, and facilitating a formal review. At the beginning of the each annual evaluations, supervisors and their direct reports meet to set ‘SMART’ goals for the coming year. Throughout the year, supervisors facilitate dialogue with their employees to determine progress on goals, celebrate successes, address challenges, and reaffirm and/or revise goals. Supervisors appraise training needs and discuss opportunities to support and strengthen their employee’s effective performance and success. At the end of the performance year, supervisors and employees meet to formally review the goals, achievements, and opportunities for continued growth and development.

SMART: Specific, Measurable, Achievable, Relevant, Time-based

By using the nomination feature, a manager can invite other contributors to provide feedback for any of their direct reports. The manager can view other’s feedback and can incorporate any pertinent information into the evaluation. (Nomination can offer feedback but will not be able to change any ratings).

• Review the Job Description (PRF) for each direct report: Review the roles and responsibilities as outlined in the employees’ PRF.
• Complete the review: Review documentation, including prior reviews, and complete the performance evaluation form. Include specific examples in the comments section that indicate strong or deficient performance.
• Consult with the second level manager: Secure input on the performance evaluation to ensure that it is constructive, fair and consistent, and future-oriented.
• Invite employees to complete and share their self-evaluation: Employees should reflect on their performance, including accomplishments, challenges, professional development, and goals. A sample self-evaluation form is available on the Performance Evaluation website.
• Conduct the review with the direct report: Set sufficient time aside to discuss the employee’s performance and secure the employee’s input. Employees should receive open, honest, and fair feedback regarding their performance. In giving feedback, managers should also provide recommendations for ways an employee may improve, further develop, and advance their skills and career.
• Keep a copy and revisit the review during the year: The review should be re-visited to inform ongoing performance management, ideally every three and/or six months.

Employees should meet with their supervisor and ask for clarification and examples of the differences between expected and actual performance, as well as a recommended plan for development. Employees may also submit a written response to their evaluation within 10 calendar days of the meeting. Evaluation responses are filed with performance evaluations in the employee’s file. Employees may also talk to their HR contact.

Questions about performance evaluations may be directed to the next level of manager or contact the