Policy Author:
Employee Engagement
Responsible Office – Department:
Employee Engagement
Effective Date of Policy:
August 13, 2025
Policy Overview
The contributions of administrative and support staff are vital to the University’s mission and success. Establishing performance goals and providing meaningful feedback are essential to maximizing our human resources. The annual performance review process offers the opportunity to discuss, plan, and evaluate each employee’s performance.
Effective performance management is a key supervisory responsibility that requires thoughtful investment of time and attention. Its primary purpose is to foster open communication between employees and supervisors, assess how well job responsibilities are being fulfilled, and identify strategies for employees to continuously enhance both their individual performance and the effectiveness of their department.
Each year, immediate supervisors will conduct a performance review for each of their direct reports. The process will also include a self-assessment completed by the employee. Performance reviews are not to be interpreted as establishing or implying any employment agreement or guaranteeing a salary adjustment.
Common Review Period
The common review period will be based upon the most recent fiscal year. Employees hired on or after June 1st of the review year will be excluded from that cycle and included in the next annual performance review process.
For Example: The 2025 common review period will cover June 1, 2024, through May 31, 2025. Employees hired on or after June 1, 2025 will be excluded from this cycle and included in the following annual performance review process.
Exceptions
Certain departments and positions follow different review processes and timelines. These include Faculty (refer to the Faculty Handbook for evaluation procedures), Athletics, Academic Affairs Leadership Team and Cabinet.
Position Descriptions
Position 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. Position descriptions are maintained by the Employee Engagement Office and any changes or updates to a position description must be coordinated with this office.