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.
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.Special Performance Evaluation 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). The annual performance appraisal is completed and stored in the University’s Talent Management system.
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.
Faculty Evaluation System
The Faculty Evaluation System (FES) is established to provide an equitable, orderly and comprehensive approach to the evaluation of faculty performance at Sam Houston State University (SHSU). The FES is used for purposes of:
- tenure and promotion in academic rank,
- rewarding meritorious performance through salary adjustments,
- contract review for probationary faculty members,
- review of tenured faculty, and
- decisions concerning future contracts for tenured and tenure-track faculty.
Faculty evaluations are performed through the Division of Academic Affairs. To learn more, read academic policies.