Performance Appraisals

An employee evaluation is a periodic appraisal of an employee鈥檚 performance by their supervisor. Your supervisor should assess your progress, praise your accomplishments, verify completion of required training efforts, and collaborate on goals to improve performance. Evaluations vary by position type. Staff participate in an Annual Performance Appraisal (APA) hosted by Human Resources, while faculty participate in the Faculty Evaluation System (FES) hosted by Academic Affairs.

To learn more about faculty evaluations, review academic policies.

Annual Performance Appraisal

Annual Performance Appraisals serves as a basis for merit pay increases (when available) and encourages employee development. At the beginning of January, an annual performance appraisal for each staff employee will launch in the University鈥檚 Talent Management system provided the individual began employment at least 45 days prior to commencement of the appraisal period (that is, before January 1st). The annual performance appraisal is completed and stored in Talent Management.

Appraisal Period

The appraisal period begins January 1st every year, ending on December 31st of the same calendar year. To receive professional development credit, your training must be marked as complete in Talent Management prior to December 31st.

Annual Requirements

Non-supervisory staff employees must complete a minimum of eight (8) hours of job-related professional development training annually. Supervisors, managers, and other executives (administrators) must complete a minimum of twelve (12) hours.

If you are a part-time employee, your requirements are prorated depending upon your FTE number. For example, if your FTE is .5 and you are non-exempt staff, then the required number of hours for the rating period is .5 x 8 hours, or 4 hours total.

Read Employee Development Policy

Appraisal Process for the 2024 Performance Period

Self-Evaluations - Due December 16th

Starting December 2nd, employees complete Self-Evaluations in Talent Management if instructed to do so by their managers. Once submitted, the manager will be notified by e-mail that the employee has completed the self-evaluation. Managers may begin rating the appraisal factors in the system during this period but cannot submit the review until after the employee self-evaluation period closes on December 16th. The manager can re-open the self-evaluation step beginning December 17th if the employee is unable to complete his or her inputs by December 16th (please see Page 4 of the Manager鈥檚 tutorial for more information on reopening this step).

Manager Review - Due January 31st

Managers complete Performance Appraisal factors for assigned employees in Talent Management. Once notification is received that the employee鈥檚 self-evaluation, if requested, is complete, the manager completes the inputs for the performance appraisal factors and schedules the Review Meeting with the employee.

Review Meeting - Due February 7th

Managers conduct review meetings to review performance notes for the appraisal year and discuss goals for the upcoming year. Once completed, managers enter their notes into Talent Management for employee(s) to acknowledge.

Employee Acknowledgment - Due February 11th

The employee completes the Employee Acknowledgment step in Talent Management to recognize the review. The appraisal period ends and Talent Management closes down all ten review programs.