Unclassified Staff Evaluation System听
The unclassified staff evaluation system is used to measure an individual鈥檚 job performance
annually. 听The purpose of the unclassified staff evaluation system is to enhance job
performance and job satisfaction by the employee. 听The performance evaluation applies
to all unclassified staff employees and certain academic administrators. 听The evaluation
cycle shall be the 12-month period from July 1 through June 30 of each fiscal year.听
Performance evaluation and plans, as well as any related evaluations documentation,
shall be maintained by the Office of Human Resources in the employee's confidential
personnel files.
听
Important Dates
The evaluation cycle will begin on July 1 conclude July 31
The performance expectation planning cycle will begin on July 1 and conclude August
31
All planning sessions and evaluation ratings must be submitted to the Human Resources
Department no later than July 31 (evaluations) and August 31 (planning sessions) of
each fiscal year. If the deadline falls on a weekend, Holiday or University Closure,
all forms are due in Human Resources the workday before.
听
Evaluation Documents
听
Staff Performance Expectation Plan
The immediate supervisor of any new Employee is required to relate the expected performance
standards (鈥淓xpectations鈥�) to the duties and responsibilities particular to the Employee鈥檚
job within 30 days of the Employee鈥檚 date of hire for the position whether the Employee
is:
- a new Employee of the University or
- an existing Employee who has been hired into a new position with the University or
- the beginning of the new performance evaluation year.
Both Employee and immediate supervisor shall sign and date the form entitled 鈥淧erformance
Expectation Plan鈥� (鈥淓xpectation Plan鈥�). The Employee鈥檚 immediate supervisor shall
submit the signed and dated Expectation Plan to the Office of Human Resources for
retention in the Employee鈥檚 confidential personnel file.
听
Staff Evaluations
Any new unclassified staff employee who began employment before April 1st will receive
a performance evaluation.
The Evaluation criteria shall be organized by nine (9) categories of performance expectations
(鈥淓xpectations鈥�), as measured by the observable behaviors listed below. Those categories
shall be:
- Dependability and Reliability
- Communication/ Cooperation
- Professionalism/ Integrity
- Decision-making/ Problem-solving
- Planning/ Organizing
- Service Quality
- Supervision/ Leadership
- Performance Planning and Review
- Budget and Cost Management
If the Employee received a score of less than three (3) points on any individual criteria
within an Expectation category, indicating Needs Improvement or Unsatisfactory, then
the Employee and Supervisor must set appropriate but realistic performance goals by
using the Performance Improvement Plan document to encourage improvement and correction of behaviors or habits related to
the low-rated criteria.
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Failure to Complete Evaluation and/or Performance Expectation Plan
Failure to fulfill Evaluations and/or Performance Evaluation Plan responsibilities
as an Employee, Supervisor, Colleague or Direct Report employee who is designated
as an Evaluation will result in ineligibility for consideration for merit pay the
next time merit pay is considered. 听Any supervisor who fails to evaluate an Employee
who directly reports to him/her and who is entitled to an Evaluation under this policy
shall be reported to the Director of Human Resources and may be subject to disciplinary
action, as determined by the supervisor's division Vice President.
听
听
Human Resources