As we begin a new fiscal year, it is time for annual performance evaluations for Non-Instructional Academic Staff & Limited Employees. 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, 2020 – June 30, 2021) 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 27, 2020. Please note – An annual performance evaluation is not required for individuals hired after July 1, 2020 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.
Changes due to the impact of COVID-19
As part of the Performance Evaluation process, it is important that we recognize the opportunities, challenges and changes in the way employees did work due to the global COVID-19 pandemic. Please review the statement published by the Academic Staff Committee on Annual Reviews here.
In support of the work the UW System Caregiver Taskforce has done, the Academic Staff Committee has requested to provide a voluntary assessment tool to employees to allow an opportunity to provide information about the impact that COVID-19 had on the employee. This voluntary assessment tool “COVID-19 Rubric” was shared with Academic Staff employees directly by the Academic Staff Committee. As part of the communication, employees will be advised that should they voluntarily choose to complete the form they should submit it in conjunction with their pre-evaluation statement to their supervisor. Supervisors are encouraged to review the submitted documentation and discuss the impacts COVID-19 had on the employee and their workload. Supervisors should include the voluntary assessment if one was completed when submitting the final performance evaluation document to Human Resources to be kept as part of the personnel file.
Per the UW-Green Bay Compensation and Pay Plan 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 or have any questions regarding the process, please contact firstname.lastname@example.org or (920) 465-2390.