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Human Resources

Performance Evaluations

Human Resources > Performance Evaluations

Supervisors will be responsible for completing performance appraisals for all Non-Unit staff, and Professional Staff (PSU) and Classified Staff (CSU) unit members as provided in the governing collective bargaining agreement. This activity promotes greater alignment of performance and effort with the university’s mission and strategic direction, and complements efforts to staff with constructive feedback on performance and professional development at all levels.

Classified Staff

Performance evaluation of an employee shall be made annually by the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position, with the exception of a probationary employee who shall be evaluated at completion of the first three (3) months of probationary service and within one month prior to the completion of the probationary period.  Such evaluation will be recorded in writing on the form, and shall be made on the basis of the following criteria:

A. Quality and quantity of work
B. Work habits
C. Work attitudes
D. Working relationships with others
E. Supervisory ability (if employee supervises others)

Non-Unit Staff

The non-unit performance appraisal form has been designed to help you recap each employee’s performance during the previous year and set a course of action to be followed in the future. This course of action should include positive feedback on accomplishments, identify areas where improvement may be needed, and set new measurable goals for the next 12 months and beyond.

Professional Staff

The Professional Staff Union performance appraisal has been designed to help you recap each employee’s performance during the previous year and set a course of action to be followed in the future. This course of action should include positive feedback on accomplishments, identify areas where improvement may be needed, and set new measurable goals for the next 12 months and beyond.

  • On or before July 15 in each year, immediate supervisors shall complete a “Priority Development Worksheet” for each employee covering the fiscal year beginning on July 1. 
  • Between July 1 and July 15 in each year, each employee shall have an opportunity to complete “Section 3: Employee Annual Self Review based on the goal/priorities established for the prior fiscal year. 
  • No later than August 31 in each year, immediate supervisors shall complete a full annual evaluation for each employee based on the goals/priorities established for the prior fiscal year. 
  • No later than January 30 in each year, immediate supervisors shall complete an interim review for each employee based on the goals/priorities established for the current fiscal year.