Annual performance evaluations are a key component to employee performance and development. The objectives of annual performance evaluations are to provide all employees and their supervisors an opportunity to:
- Discuss job performance
- Set goals for professional development
- Establish objectives for contributing to the department’s mission
- Discuss expectations and accomplishments
- Discuss career progression eligibility
Non-instructional academic staff and limited employees and their supervisors should begin the performance evaluation process for the prior fiscal year (July 1, 2016 – June 30, 2017) as soon as possible. Please follow the procedure outlined on the Performance Evaluation Narrative Form, submitting the completed evaluation to the area leader’s office no later than Friday, August 25, 2017. Please note – An annual performance evaluation is not required for individuals hired after July 1, 2016 if a six-month evaluation has already been completed.
Part of the performance review process should be a discussion regarding changes in position responsibilities, appropriateness of the assigned title, and the eligibility towards career progression if employees are in a progression series title.
Per Regent Pay Plan Distribution Policy, compensation adjustments must be based upon merit and employee performance. Therefore, any future pay adjustments will be contingent upon satisfactory performance.
If you are interested in receiving training related to performance evaluations, career progression and title change, and/or academic staff contracts, or have any questions regarding these processes, please contact email@example.com or (920) 465-2390.