The Performance Evaluation is a tool for managers to provide feedback and documentation about an employee’s performance and can provide clear communication of job expectations and goals. All academic administrators should be evaluated annually by their managers.
Performance reviews are vital for motivation and development of employees. Clear communication regarding expectations keeps employees positive and focused. The objectives of the annual performance evaluation process for Academic Administrators are to:
- Provide employees with feedback to improve or maintain job performance
- Discuss expectations, accomplishments, and employee’s general career objectives/goals.
- Enhance communication between managers and employees
- Identify areas for employee development
Guidelines for Performance Evaluations
Each Academic Administrator must be minimally evaluated on the six factors outlined in the performance evaluation instructions with a written description of their successes and areas for improvement. At the end of the performance evaluation narratives, the employee and manager should provide any additional comments and information relevant to the evaluation. Evaluations should be sent to the Office of Human Resources using these instructions. The Office of Human Resources will review each evaluation to ensure all six performance factors have been included in the self and manager evaluations and those evaluations where the performance factors have not been addressed will be sent back to the managers requesting the additional information.
The University's deadline for receipt of final performance evaluations to the Office of Human Resources is December 15, 2021. The suggested timelines below provide guidelines to employees and managers to ensure they have ample time to complete their respective sections of the process. These are guidelines only and may be adjusted internally within each unit with the understanding that the final evaluations are due in HR by no later than December 15, 2021. It is not necessary to submit SMART Goals.
|Human Resources issues the performance evaluation instruction and guidelines to all managers regarding the annual employee performance evaluation process for Academic Administrators.
|October 15, 2021
|Employees complete the self-evaluation and identify a minimum of three job-related smart goals and submit to their managers for review.
|October 30, 2021
|Managers send employees the written evaluation along with the manager’s input to the smart goals 1-2 days before performance meeting, and then hold confidential one-on-one sessions with each of their employee to discuss the previous year’s performance and smart goals for the upcoming year.
|November 15, 2021
|Employees sign their performance evaluation letters and goals forms and return to managers with addendums, if applicable.
|November 30, 2021
|Managers send all completed and signed performance evaluation and goal forms to Human Resources for filing in the official personnel files. Steps to Upload Files to Filelocker and Share with Human Resources.
|December 15, 2021
Frequently Asked Questions
Are annual performance evaluations and goal setting discussions required for all academic administrators?
Yes, it is important for all Academic Administrators employees to receive annual performance evaluations and Smart goals annually. These activities provide an opportunity to receive written feedback on past performance, goals for the upcoming year as well as the ability to discuss career goals and aspirations with a manager. These activities can help improve efficiency and effectiveness and contribute to personal growth and job satisfaction.
What performance factors are covered by this year’s performance review?
The performance factors covered by this year’s performance evaluation review include: Job Knowledge and Competency, Leadership, Commitment to Civility and Diversity, Communication, Relationship Building and Teamwork, and Stakeholder Engagement and Service.
When should performance reviews and goal setting sessions be conducted?
Performance reviews and goal setting sessions for academic administrators during this evaluation year should be conducted any time between November 15 and November 30, and those evaluations should be sent to Human Resources for filing in the official personnel files. Please note that managers are expected to monitor performance, provide feedback and evaluate status of career and professional goals throughout the year. Employees also are encouraged to initiate conversations with managers as often as needed.
What is the process for submitting evaluations to Human Resources?
After the employee has signed the performance evaluation, the manager provides a copy of the fully signed performance evaluation to Human Resources for review and for retention in the employee’s official file.
What if an employee disagrees with or does not understand the evaluation rating from the manager?
The employee should discuss the evaluation rating with their manager to obtain clarification. If the employee still disagrees with the evaluation they may submit an addendum to the manager to be included in the final evaluation materials. If an employee refuses to sign the performance evaluation the manager should document this on the performance review and return it to human resources with the written addendum, if applicable.
Who should managers contact with questions about the performance evaluation and goal setting process?
Questions regarding the performance evaluation process for Academic Administrators should be directed to email@example.com.
Contact: HR Communications.