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 meritorious salary increases or identifying the basis for demotion,
disciplinary action or dismissal and motivating improvement in performance.
[ed.
12-04, rev. 7-19]
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 (6) months in the new position. [rev. 7-02,
12-04, 7-19]
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. [ed. 7-02, 7-19]
b. Supervisors and unit administrators are responsible for evaluating performance in a responsible and
timely manner. [rev. 7-98, 7-19 ed. 7-02]
A-3. The performance evaluation form is a
guide for evaluating the performance of all exempt staff and
classified staff. Forms for each
employee may be downloaded from the Human Resources website (http://www.uidaho.edu/human-resources/).
Human Resources notifies department
administrators when annual or probationary evaluations are due. [rev. 7-02,
ed. 12-04, 6-09]
A-4. The employee's job description provides an objective standard by which
performance is evaluated. Job descriptions for classified positions and some
exempt staff positions are on file in Human Resources. Factors that also are considered include, but are not limited to, ability
to work with other employees, record of attendance, and tardiness.
[ed. 12-04, 6-09]
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.
[ed. 7-02, rev. 7-19]
A-6. Following the supervisor's completion of the written
evaluation, the employees have the opportunity to indicate in writing whether they concur with the evaluation and to enter
their written comments
regarding the evaluation in the "Employee Comments" section of the
performance evaluation form. [rev. 7-19]
A-7. The written evaluation serves as the official record of performance;
hence, it should be as complete as possible, signed and dated, and sent to Human
Resources no later than the last working day in February. One copy of the evaluation is given to the employee, and one copy retained in the
unit and should be
referred to when subsequent evaluations are conducted. The official series of evaluations in HR becomes a record that supports decisions such
as promotion or dismissal. [rev. 7-02, 12-04, ed. 7-19]
A-8. A probationary classified employee who receives an overall unsatisfactory
performance evaluation shall not be certified as having completed
probationary status. In most instances, an unsatisfactory performance evaluation should be
accompanied by a recommendation for demotion or termination of employment. In rare cases, the probationary period may be extended for up to an
additional 90 days, with written performance reviews required at 30 and 60 days,
and the final written evaluation completed by 90 days (see APM 50.21). [rev. 7-02,
7-19, ed. 12-04]
A-9. A certified employee who receives an overall rating of "needs
improvement" or "unsatisfactory" must be placed on a performance
development plan (PDP) to document the necessary improvement or the lack
thereof. If the necessary improvement is not achieved through use of the
PDP,
other steps must be taken; these may include, but are not limited to
demotion, suspension, or termination of employment.
(See APM 50.21) [ed. 12-04, rev. 7-19]
A-10. Performance levels are described as follows: [ed. 7-19]
a.
Outstanding is
extraordinary performance well beyond that required for the position. [rev.
7-02]
b.
Exceeds Requirements
represents performance which is better than that expected of a fully competent
employee. [rev. 7-02]
c. Meets Requirements is the performance expected of a fully
competent employee and is defined as falling within a broad band of
accomplishments ranging between "needs improvement" and "highly competent."
[rev. 7-02]
d. Needs Improvement
denotes performance that is less than that expected of a fully competent
employee. It means improvement is
necessary. A rating of this type
should be thoroughly discussed with the employee. [rev. 7-19]
e. Unsatisfactory performance is inferior to the standards for the
position. It should be used when an employee clearly fails to perform one
or more duties critical to the job and the overall impact of the employee's
performance is such that termination of employment is considered and may be
implemented. [rev. 7-19]
