3340 - Performance Evaluation Staff Employees
Owner:
- Position: Director of Human Resources
- Email: hr@uidaho.edu
Last updated: January 01, 2022
A. GENERAL PRINCIPLES.
A-1. Performance evaluation is a responsibility of every supervisor and should be performed in a timely manner for every employee. The purposes of performance evaluation include but are not limited to facilitating employee productivity and professional growth; encouraging communication between employees and supervisors; documenting performance strengths and weaknesses; supporting annual salary adjustments or meritorious salary increases or identifying the basis for demotion, disciplinary action or dismissal; and motivating improvement in performance.
A-2. A formal evaluation of performance shall be performed at least once a year, generally during January. Classified employees who are new to a classification will be evaluated after three months of service in the probationary period and again at the end of the probationary period but no later than six months in the new position.
a. Performance evaluations may also be conducted at other times at the discretion of the supervisor or unit administrator to assist employees in improving performance or to formally advise them of performance or disciplinary problems.
b. Supervisors and unit administrators are responsible for evaluating performance in a responsible and timely manner.
A-3. The performance evaluation form is a guide for evaluating the performance of all staff. The form is available on the Human Resources website.
A-4. The employee’s job description provides an objective standard by which performance is evaluated. Job descriptions for staff positions are available in the Human Resources recruitment system. Other factors that may be considered include, but are not limited to, quality and quantity of work, job knowledge, initiative, dependability, customer service, teamwork, attendance, communications, task management, budget management, safety, decision making, supervision, accountability, civility, judgment, leadership, problem solving, training and development, or other dimensions appropriate for review as determined by the supervisor.
A-5. Evaluation of performance shall be conducted by an employee’s immediate supervisor or unit administrator, depending on the procedures of the department. The evaluation should include a discussion between the supervisor and the employee regarding: (a) what is expected of the employee, including a review of standards of performance in the job description as well as goals and objectives established at the prior evaluation; (b) the supervisor’s evaluation of performance for the current period; and (c) developmental activities or performance goals included in the review which will improve performance during the upcoming period. The employee is expected to participate in the discussion.
A-6. Performance levels are described as follows:
a. Meets/Exceeds Requirements is the performance expected of a fully competent employee and is defined as falling within a broad band of accomplishments ranging between satisfactory an