Performance Management

Annual performance evaluations are a key component to employee performance and development. The objectives of annual performance evaluations are to provide employees and their supervisors an opportunity to discuss job performance, set goals, establish objectives for contributing to the department's mission, and discuss expectations and accomplishments. All wage adjustments are based upon satisfactory performance.  See the Managing and Evaluating Employee Performance presentation for additional information and resources when conducting annual perfomance evaluations.

Non-Instructional Academic Staff and Limited

Non-Instructional Academic Staff and Limited employees are evaluated on a fiscal-year basis, with processes beginning in mid-July for the prior fiscal year. Evaluations should be completed yearly and submitted to the Area Leader by late August.

New Academic Staff and Limited employees should have a performance evaluation completed at the 6-month mark in order to provide a structured opportunity to discuss performance.

Faculty and Instructional Academic Staff 

Faculty and Instructional Academic Staff review procedures are performed in line with the Faculty Handbook. Tenured faculty shall receive a review at least once every five years, while non-tenured faculty will be reviewed annually. 

University Staff 

University Staff employees are evaluated on a calendar-year basis, with processes beginning mid-February for the prior calendar year.  Evaluations should be completed by mid-March and submitted to Human Resources by April 1st. 

Per UPS Operational Policy: HR1, University Staff newly hired to a position will be required to serve a probationary period at least 6 months in duration.  Two performance evaluations will be conducted during the employee’s probationary period to provide a structured opportunity to discuss performance.

Student

Student employees should be evaluated on a semester or academic-year basis. Evaluations should be kept in the student’s file in the department.