Employee evaluations is a split responsibility between Human Resources and Academic Affairs. Staff evaluations are conducted, in collaboration with immediate supervisors, by Human Resources. Faculty evaluations are facilitated by Academic Affairs.

Academic Affairs

Documenting Performance

Staff performance evaluation is an on-going supervisory process. It is the responsibility of the immediate supervisor to monitor staff employee performance and behavior and to provide timely feedback to the employee. Supervisors should use the Staff Performance Evaluation form to document exceptional performance and/or behavior or areas for concern.

SPE Form

Annual Performance Appraisal

The annual performance appraisal serves as a basis for merit pay increases (when available) and encourages employee development. During the Spring Semester, each staff employee will receive an annual performance appraisal provided the individual began employment at least 30 days prior to commencement of the appraisal period. The annual performance appraisal is completed and stored in the University’s Talent Management system.

How It Works

  • Self-Evaluations

    March 1-8

    Employees complete Self-Evaluations in Talent Management if instructed to do so by their managers. Once submitted, the manager will be notified by e-mail that the employee has completed the self-evaluation. Managers may begin rating the appraisal factors in the system during this period, but cannot submit the review until after the employee self-evaluation period closes on March 8. The manager can re-open the self-evaluation step beginning March 9 if the employee is unable to complete his or her inputs by March 8 (please see Page 4 of the Manager’s tutorial for more information on reopening this step)

    How to Run a Transcript Report in Talent Management

    Complete Annual Performance Appraisal with Self-Evaluation

  • Manager Review

    Due by April 30

    Managers complete Performance Appraisal factors for assigned employees in Talent Management. Once notification is received that the employee’s self-evaluation, if requested, is complete, the manager completes the inputs for the performance appraisal factors and schedules the Review Meeting with the employee.

    View Custom Reports Shared with You

    Completing the Annual Performance Appraisal (APA) in Talent Management – Supervisor Role

  • Review Meeting

    Due by May 5

    Managers must conduct the review meeting no later than April 5. Once the manager conducts the review meeting with the employee and acknowledges it in Talent Management, the Employee Acknowledgment (the last step in the Annual Performance Appraisal process) opens up.

  • Employee Acknowledgment

    Due by May 7

    The employee completes the Employee Acknowledgment step in Talent Management no later than April 7, validating receipt of the review. The appraisal period ends and Talent Management closes down all ten review programs.

    Complete Annual Performance Appraisal without Self-Evaluation

Employee Annual Requirements. Non-supervisory staff employees must complete a minimum of eight (8) hours of job-related professional development training annually. Supervisors, managers, and other executives (administrators) must complete a minimum of twelve (12) hours. If a new employee has not completed one year of service, the requirement will be pro-rated.

Read Policy

Six Month Performance Review

Supervisors should evaluate an employee’s performance after six months of the employee moving into a new position. Six-month reviews are completed in Talent Management.

Manager Help

Employee Help

Managing Performance

Performance management is a cycle that builds on continual feedback and ongoing evaluation – both positive and developmental. The process includes setting clear expectations and performance outcome measures, observing behavior and performance, providing feedback, support, corrective action, and conducting regular performance evaluation meetings.

Read Supervisor's Guide

Read Telecommuting Guide

Resolve Issue

Staff Evaluation Questions?

Natalie Isaac

Performance Management

Email 4-2329

Marcus Gutierrez

Technical Issues

Email 4-4409