Policy Author:
Employee Engagement
Responsible Office – Department:
Employee Engagement
Effective Date of Policy:
February 2, 2021
The work of the members of the administrative and support staff is critical to the university’s mission and success. Setting performance goals and providing feedback to ensure attainment of those goals are essential in maximizing our human resources. Managing employee performance is a key responsibility that requires a significant investment of time and attention. Its primary purpose is to facilitate communication between employees and their supervisors in evaluating how well they are performing their job responsibilities, and in devising ways for employees to become involved in continuously improving their own and their department’s performance.
Annually, immediate supervisors will administer a performance review of each of their direct reports. The performance review process should include an employee’s self-review of their performance as well. A performance review form should also be completed by the supervisor after completion of an employee’s probationary period. The performance review process should in no way be considered as determining the existence or nature of any employment agreement or guaranteed salary adjustment.
Job Descriptions should be updated and reviewed annually by the supervisor during the annual performance review process or any time there is a change in the incumbent, change to duties, title, job requirements, reporting structure, etc. Job descriptions are maintained by the Employee Engagement Office and any changes or updates to a job description must be coordinated with this office.