Email notices are sent to supervisors approximately six weeks before an employee’s performance appraisal is due. Please complete an electronic performance appraisal form and then print the form for signatures. The signed form must be returned to the Office of Human Resources no later than the first day of the month of the employee’s review date.
Please contact the Office of Human Resources at extension 2273, if you have any questions concerning this process.
Rating Supervisors will be able to access their employee details in Wingspan within the Employee Detail tab.
The goal of the performance review is to provide the employee with feedback on their performance and accomplishments since the previous rating. The job duties should be rated on how well the employee has met the success criteria that have been identified by the rating supervisor. Please refer to the Employee Performance Management Policy for detailed information regarding the EPMS process. • All staff shall be given an annual appraisal no more than 90 calendar days prior to the universal review date of March 31st. • A trial period evaluation is a six month evaluation following an employee’s promotion, reclassification, or demotion in the new position. • An employee in probationary status will have a review period that begins on the first date of employment and ends the day before the annual performance review date. For example, an employee who is hired on June 2nd should have his annual review completed on or before June 1st of the following year.Once the rating supervisor completes the form and before conducting the performance review meeting with the employee, sign and date the form and have the next level supervisor (reviewing officer) do the same. Having the reviewing officer review the performance review before it is given to the employee will keep them informed regarding the employee’s performance, and ensure agreement on the overall rating of the employee.Section IA - Job Duties: List the most important functions for successful job performance. The performance review should include at least 80% of the duties that are based on the employee's position description. The rating supervisor must also include success criteria which define the rating supervisor’s performance expectations the employee must use in managing daily performance. • Exceptional: Work that is characterized by exemplary accomplishments throughout the rating period; performance that is considerably above the requirements of the job duties. • Successful: Work that is characterized by the successful mastery of the criteria of the job duty or objective. • Unsuccessful: Work that does not meet the criteria of the job duty or objective. Section IB - Performance Characteristics: Choose up to four performance characteristics that are directly related to the employee’s job. NOTE: Supervisors are designated All supervisors must be rated on Commitment to Affirmative Action/Equal Employment Opportunity and Evaluation, these two entries are identified in the list as *Required*. Section IC - Overall Evaluation: Once the ratings are entered for the performance of the job duties, an overall EPMS evaluation rating must be entered. Rating supervisors must consult with the Office of Human Resources before assigning an overall “unsuccessful” rating. Please refer to the section of the EPMS policy regarding the Substandard Performance Process for Covered Employees for more information. Employee Comments: The employee is permitted to write in comments regarding the performance evaluation. Additional pages may be attached if necessary. Signatures: The final evaluation must be signed by the rating supervisor, reviewer and employee, and submitted to the Office of Human Resources. Please note that the employee's signature does not indicate agreement only that the employee has read and received the performance appraisal from their supervisor. The Planning Stage Document should be retained by the supervisor for use during the upcoming rating period. The supervisor should discuss the job duties, performance
characteristics, objectives and success criteria for the next rating
period. The Planning Stage Acknowledgement must be signed by the rating
supervisor and employee. Please note that the employee's signature
indicates only that the employee has read and received the planning
stage document from their supervisor. A copy of the Planning Stage Document should be given to the employee.All performance evaluations shall be maintained in the employee’s official personnel file in the Office of Human Resources. Please contact the Office of Human Resources for assistance at 2273.
Performance Characteristics (73kb pdf)PolicyOnline Form Training Presentation (382kb pptx)