University Staff Performance Management
University Staff Performance Management
Performance management serves as an important mechanism for providing feedback to university staff regarding performance expectations and achievements.
- Consistent with Regent Law, Regent Policies, and the Administrative Policy Statement on Performance Ratings for Staff, all university staff, including those who are partially or fully grant-funded, must receive an annual performance plan, a performance evaluation, and an overall performance rating for each university staff position an individual employee occupies.
- Supervisors are not required to complete performance plans, evaluations, and overall performance ratings for retirees occupying temporary university staff positions.
- All employees shall be evaluated based on their job performance during the previous evaluation period. The performance evaluations are quantitative, as they correlate to the defined performance rating levels. Supervisors are also encouraged to provide feedback as relevant to SMART goals.
The performance management cycle is July 1 through September 15.
- University staff cycle is July 1 to June 30
- Evaluations due by Sept. 15
- Goal setting and performance planning due by Oct. 15
Mid-year coaching should be completed by March 31