Guidelines for Performance Review
Procedure
The Performance Review form found in the electronic form section of this web site is divided into five general categories to reflect the University's commitment to its seven Core Values: Excellence, Learning, Community, Diversity, Integrity, Respect, and Responsibility. This is an optional form intended to be used as is or used as a guideline as you create your individualized review form for your unit/department.
Because this form is designed to create a two-way dialog between supervisor and employee, ample space has been provided for comments and suggestions. Specific comments and suggestions that provide clear statements and goals will help the supervisor and employee focus on ways to improve job quality and work performance.
In addition, supervisors are encouraged to use the Position-Specific Supplement form to comment on factors important to individual positions. This supplement is designed to be used in conjunction with the criteria-based position description. A Performance Improvement Plan is also available to outline specific improvements for the next review period. The Checklist for Performance Appraisal may be used to guide the discussion.
Before the Review
Prepare: Establish a schedule for evaluating employees in the department. Use each person’s anniversary date or choose a specific time period when all performance reviews from your unit will be conducted.
Communicate: Inform the employee in writing of a time and place for the evaluation.
Review: Make an outline of topics to be discussed. Gather specific materials needed to document the employee's performance. Prepare to affirm/reinforce positive behaviors and coach/counsel the employee on areas of performance that require change.
During the Review
Remember that performance review is a key service to your employees and unit. Its effectiveness will increase if you treat it and your employee with respect. Make performance review time a priority and minimize interruptions. Be sure to set a tone of collaboration. Take responsibility for your role regarding past problems and future changes. Focus on the future. Reaffirm positive contributions. Support successes. Focus on the person’s behavior.
An Appreciative Performance Appraisal Conversation
Procedure
The Performance Review form found in the electronic form section of this web site is divided into five general categories to reflect the University's commitment to its seven Core Values: Excellence, Learning, Community, Diversity, Integrity, Respect, and Responsibility. This is an optional form. Your unit or department may use other review forms. If your supervisor does not tell what form is being used, it is appropriate for you to request a copy of the form to be used in advance.
Any review form utilized should be designed to create a two-way dialog between supervisor and employee, with ample space for comments and suggestions. You should expect to receive specific comments and suggestions that provide clear statements and goals to help you focus on ways to improve job quality and work performance.
In addition, supervisors may choose to use the Position-Specific Supplement to note factors important to individual positions. A Performance Improvement Plan is also available to outline specific improvements for the next review period. The Checklist for Performance Review may be used to help guide the discussion.
As an employee, you will want to fill out the Employee Self-Evaluation before your performance review. You also might want to consult your Position Description and bring a copy of it to the interview.
Before the Review
Prepare: Confirm the time and place of your evaluation. If your supervisor does not approach you about conducting a review, you can initiate the process.
Review: Complete your self-evaluation and/or make an outline of concerns to be discussed as needed. Gather specific materials needed to document your performance. Obtain your job description and be prepared to discuss it.
Reflect: Consider your performance over the past year on all facets of your position. Have you been successful based on the criteria established?
During the Review
Remember that performance review is a key component to improving your job performance and your job satisfaction. Its effectiveness will increase if you treat it and your supervisor with respect. You should expect your supervisor to make performance review time a priority with minimal interruptions. You should also expect a tone of collaboration. Both you and your supervisor should focus on results and specific improvements for the future.