Performance Development and Evaluation for Non-Faculty Employees

Forms

NEW! Evaluation Form in PDF and MS Word format.
(IMPORTANT: Save the MS Word form to your hard drive before you begin to complete it.)

Online System

This system is for employees in departments that complete performance evaluations and certify position descriptions online.

Supporting Documents

Documents used to support performance development dimensions.

Tutorials

Tutorials covering various aspects of performance evaluations.

Distribution A memos about 2009 Performance Evaluation Process

• NEW! February 16, 2009 – Staff Performance Evaluations
• NEW! February 17, 2009 – Changes to Performance Evaluation Distribution Process

NEW! Changes to the 2009 Performance Evaluation Standard Form

• Training Certification: A certification statement on Required Employee Training has been added that must be discussed this year. The statement addresses whether or not, as of the completion date of the evaluation, the employee has met requirements for the five training courses in System Regulation 33.05.02. This is one of several initiatives being implemented as a result of the 2008 System Audit of human resources processes.
• Safety Factor: A safety factor has been added that must be discussed this year. A place holder has been added to the evaluation form and a description of the factor and definitions for each rating are available. This factor will be evaluated during the next April 1, 2009 to March 31, 2010 evaluation period and rated during the 2010 performance evaluation delivery process. The factor is included in this year’s form to introduce it and inform employees that it will be an additional factor on next year’s evaluation.
• Consolidated Sections: The Performance Objective and Professional Development Plans sections have been consolidated into one section. This functional change will streamline the process and create a strong link between performance objectives and the resources and professional development needed to complete the objective.
• Performance Objective: Language has been added stating that at least one performance objective must be documented for each employee. This is in response to the 2008 System Audit of human resources processes and provides documentation that the evaluation process resulted in setting specific objectives for employees as required by System Regulation 33.99.03.
• Online System: Users of the online system will notice that the performance objectives from the 2008 evaluation have been populated into the “Current Objectives / Goals” page for review and discussion during this evaluation period. Users of the paper form during the 2008 process should review last year’s completed form and discuss those performance objectives identified with employees during this year’s process.