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Division of Human Resources


Evaluating Performance

While performance evaluations can be an intimidating process for employees, it is also critical in documenting how you have supported your employees’ success. 

Providing your employees constructive feedback makes a huge impact on their ability to learn and grow. And it’s not just individual employees who benefit. If you use the evaluation process effectively, you can create a culture of teamwork and collaboration by building trust and enabling your employees to meet and exceed departmental goals and objectives.

Communicating Expectations

First and foremost, supervisors and managers must clearly communicate expectations, including the criteria by which an employee will be evaluated. Use the first month of employment as an opportunity to develop a plan with each employee individually, and also as a collective team, that includes specific goals and objectives. These goals should reflect both personal achievement, and also how those achievements contribute to the team or department’s success.

While employees are expected to take some initiative and ownership over their own personal growth, it is up to the manager to observe, listen and provide the level of support necessary for each employee to achieve the goals that have been established.

As a supervisor, you should provide regular feedback (frequent if necessary). Feedback can be delivered informally, or it may be more efficient to schedule weekly or monthly one-on-one meetings. All supervisors and employees are encouraged to schedule a midpoint assessment to identify performance concerns and also to provide positive feedback.

Poor Performance

If unacceptable performance is evident, supervisors should address these concerns as soon as possible, and this notification should be documented. This provides employees with an opportunity to adjust and improve prior to the annual review.

If improvements are not made, a supervisor may issue a Warning Notice of Substandard Performance. This is done if performance becomes substandard in one or more essential job function(s) or objective(s) that significantly impact overall performance. Supervisors must be sure that a planning stage document is in place prior to issuing the warning notice.

Required Training for Supervisors

A course for supervisors is available to learn more about managing employee performance using the Employee Performance Management System (EPMS). This course is required for all supervisors of classified and unclassified, non-academic employees, but all supervisors are strongly encouraged to attend.  

To learn more about this course or register to attend a session, search for the Managing Employee Performance Using EPMS course on the Organizational and Professional Development training calendar or class list by subject page.