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3. Employment, Affirmative Action and Civil Rights

3.3. Compensation

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3.3.2. Performance Management-Staff

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Effective Date: 10-25-1965

Revision Date: 2-15-2011

UNIVERSITY POLICY STATEMENT:

Supervisors of staff personnel are required to make annual performance management evaluations of the work of each employee under their supervision. These evaluation meetings and documentation will be used to enhance communication between the Supervisor and Employee to clarify job responsibilities, goals and/or objectives and how well they are being met; provide discussion and/or coaching on personal and professional development options for their current position and/or other career opportunities; facilitate an understanding of the University's expectation and goal for continuous quality/service improvement; and establish work plans, objectives, goals and/or performance improvement expectations for the next period. Employees on probation or a performance improvement plan receive additional evaluation. Performance management evaluations must be presented and discussed with the employee prior to submitting a completed evaluation to Human Resources, with confirmation by signature or other electronic verification process, as appropriate. The employee may choose to agree or disagree with the supervisor's evaluation and provide comment, as desired. Should an employee refuse to sign, Supervisors may simply note such on the document and forward to Human Resources as complete.

All performance management evaluations that indicate performance is unacceptable by whatever scale/criteria that is being used by that particular program, must have follow up by the supervisor with a documented Performance Improvement Plan (PIP).

Complete performance management documents will be maintained in Human Resources and be considered part of the employee's official personal file.

Additional regulations on this subject may also be found and may supersede this policy for employees covered by collective bargaining agreements.

RESPONSIBILITY FOR IMPLEMENTATION:

The University President or his/her designee(s) has overall responsibility for implementation and administration of this policy and for establishing and/or revising related procedures or recommending related policy revisions, as necessary, to assure compliance and consistency with this policy. The Human Resources office is responsible for coordinating established program notification and distribution requirements to employees and supervisors, as appropriate. Supervisors are responsible for conducting and documenting annual evaluations in accordance with policy and program administrative procedures.

SCOPE OF POLICY COVERAGE:

This policy covers all employees of the university

Collective bargaining agreements, where applicable, detail how this policy will be administered for those covered employees.

 

 

Authority for Creation and Revision

Minutes of the Board of Regents, October 25, 1965; para; .293M.
Minutes of the Board of Regents, February 15, 2011