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ϴ / Human Resources / Resources for Managers / Annual Performance Review Process

All full-time, part-time and reduced hour staffemployees are required to participate in the annual performance review process. Employee accomplishments, opportunities for improvement, professional development objectives and annual goals are discussed and documented. In addition, during this processthe employee’s current job description is reviewed and,if necessary, updated.

Key Dates
March 3 - April 16: Employee and supervisor complete their sections of the review process
April 17 - April 30: Human Resources review and evaluation period
May 1 - May 31: Delivery and discussion

ճ90 Day Probationary Evaluationand theAnnual Staff Performance Evaluationare administered electronically. Belowareresources and commonlyused toolsregardingthe performance management process:

    Overall Performance Categories

    The annual performance evaluation provided for each employee should reflect the supervisor’s objective feedback regarding the employee’s work performance, contributions to the University, and how they demonstrate organizational competencies (found in job descriptions) for the period under review. Additionally, the review should include input from the employee and others with whom they work. Constructive feedback is also essential as opportunities for development are an important element to employee performance development and professional growth. The overall annual performance rating category reflects the employee’s overall work performance and contributions for the period being reviewed. Below is a chart ofexamples of what each category “looks like” in regards to demonstrated actions and behaviors.

    Overall Performance Categories

    2025 Competencies Rating Definitions

    Accurate ratings and thoughtful comments on performance indicators are essential for meaningful evaluations. Precise feedback helps recognize achievements, identify areas for growth, and ensure alignment with performance expectations.

    Advanced

    • Has broad and deep understanding of skills, with substantial expertise demonstrated

    • Can apply this competency regularly and independently and in complex, varied situations

    • Role model for this competency

    Proficient

    • Has broad understanding and experience to operate at a full professional level in moderately complex situations

    • Can generalize basic principles to effectively function in both predictable and new situations

    Developing

    • Newly developing in this area; has general understanding of key principles but limited and no applied experience with this competency.

    • Is capable of using this competency with coaching and support, in simple situations.

    Does Not Demonstrate

    • Does not demonstrate this competency at the expected level, even with available assistance and direction from others.

    Performance Indicators

    1. Quality, Timeliness, and Reliability

    Consistently completes work thoroughly, accurately, and on time. Achieves expected results and maintains dependable attendance, punctuality, and preparation for work and meetings.

    2. Initiative, Creativity, and Adaptability:

    Demonstrates resourcefulness, self-reliance, and creativity in meeting objectives. Proactively follows through on assignments, adjusts to changing circumstances, and develops innovative ideas, methods, or solutions as needed.

    3. Collaboration and Professional Relationships:

    Effectively works with others and fosters positive, respectful relationships with co-workers, supervisors, and stakeholders. Demonstrates a willingness to cooperate and communicate effectively in all interactions.

    4. Mission Alignment and Belonging:

    Demonstrates awareness and support of the University's mission, vision, and values. Fosters a culture of belonging among all members of our community and engages in University initiatives that promote excellence, service, leadership, and care for the whole person.

    Supervisory Performance Indicators - For those who supervise other staff members

    1. Financial and Resource Accountability:

    Demonstrates accountability in managing financial and human resources, ensuring adherence to budget allocations, responsible oversight of expenses, and timely submission of invoices and expense reports. Promotes a culture of diligence and fiscal responsibility across the team.

    2. Leadership and Staff Development:

    Empowers and supports team members by providing clear guidance, feedback, and resources. Fosters short- and long-term growth, encourages initiative, and ensures alignment of goals and priorities with University objectives. Actively removes barriers to success, balances workloads, and promotes an environment that adapts to change effectively.

    Other Useful Tools