Confidential and Non-Academic Management Timelines
All confidential and non-academic management participate in performance evaluation on a calendar-year cycle.

The University's deadline for receipt of final performance evaluations to the Office in the Office of Human Resources is June 30, 2021. The suggested timelines above 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 June 30, 2021. It is not necessary to submit SMART Goals.

Academic Manager Timelines
Academic managers, including deans, associate and assistant deans, vice provosts, associate and assistant vice provosts, and regional campus directors and associate directors participate in program evaluation on an academic-year cycle.

Academic managers will undergo evaluation beginning on Fall 2021. Details and timeline to follow.

Frequently Asked Questions

Yes, it is important for all Management Exempt and Confidential Exempt employees to receive annual performance evaluations. In addition, managers must assure that their employees develop Smart Goals annually. These activities provide an opportunity to receive written feedback on past performance, agree on 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.

Ratings on performance reviews are indicators of overall performance and will guide managers on setting performance expectations and shared goals for the next evaluation cycle.

The key 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 Customer Service/Customer Satisfaction.

Human Resources suggests the following process to ensure consistency in the performance review process for Management Exempt and Confidential Exempt employees:

1. The manager provides the employee with the performance review form and instructs the employee to complete the self-evaluation section of the performance evaluation form as well as the SMART Goal form, identifying at least three job-specific goals for the upcoming evaluation year. Both forms are then submitted to the employee’s manager.
2. The manager completes the manager section of the performance evaluation form. The manager reviews and modifies, as appropriate, the SMART Goals Form to ensure the goals are job-specific and represent areas that would be consistent with departmental goals and objectives. The performance evaluation should be based on the employee’s performance during the review period, which is the previous calendar year, while the Smart Goals Form should reflect the goals the manager and employee agree upon for the upcoming calendar year.
3. The manager schedules a meeting with the employee to discuss the written performance evaluation and the SMART goals and provides the employee with a copy of both forms 1-2 days prior to the day of the meeting.
4. The manager and employee meet to discuss the employee’s performance during the previous review period and upcoming goals.

Performance reviews and goal setting sessions for this evaluation year should be conducted between April 1 and April 30 and those evaluations and goal setting forms should be sent to Human Resources for filing in the official personnel files. Please note that managers are expected to monitor performance, discuss progress toward established goals, 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.

Only one performance review can be submitted per staff member. The person who supervised the employee for the greatest period of time during the year should complete the review with input from the other manager.

Only one performance evaluation can be submitted for each employee. If an employee is evaluated by more than one manager, the managers must come to agreement on the performance evaluation ratings. In relation to SMART goals, managers should collaborate to ensure that the employee has no more than five goals that incorporate both areas of responsibility.

The new manager should work with his/her senior staff in determining a review process for the employee.

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.

The employee should discuss the evaluation rating with their manager to obtain clarification. If the employee still disagrees with the evaluation rating 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.