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 evaluations are 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 Special 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 (before February 1, 2022). The annual performance appraisal is completed and stored in the University’s Talent Management system.

Appraisal Period

The appraisal period begins March 1st every year, ending on the last day of February (28/29) in the following calendar year. To receive professional development credit, your training must be marked as complete in Talent Management prior to March 1st.


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 you are a part-time employee, your requirements are prorated depending upon your FTE number. For example, if your FTE is .5 and you are non-exempt staff, then the required number of hours for the rating period is .5 x 8 hours, or 4 hours total.

Read Employee Development Policy

How It Works

Self-Evaluations - Due March 8

Starting March 1st, 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 April 15

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.

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

Review Meeting - Due April 20

Managers conduct review meetings to review performance notes for the appraisal year and discuss goals for the upcoming year. Once completed, managers enter their notes into Talent Management for employee(s) to acknowledge.

Employee Acknowledgment - Due April 22

The employee completes the Employee Acknowledgment step in Talent Management to recognize the review. The appraisal period ends and Talent Management closes down all ten review programs.

Complete Annual Performance Appraisal without Self-Evaluation

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

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