The purpose of this policy is to ensure that dialogue between supervisors and employees:
The employee performance evaluation process will be administered in such a way as to accomplish the following objectives:
This administrative directive applies to all Administrator/Staff employees of UIW.
Each supervisor is responsible for conducting performance evaluations for each employee assigned to his or her work area in accordance with the following schedule:
The Human Resources Office will maintain a system to initiate the process, assist supervisors in completing performance evaluations on a timely basis, and collect the completed forms for inclusion in the employee’s personnel file. The timely processing of performance evaluations is the responsibility of the supervisor.
Approvals of all performance evaluations are required by the employee’s immediate supervisor plus the next management level.
Supervisors will hold discussions with their employees regarding their performance evaluations. These discussions should be held at pre-arranged times in private locations free from interruptions. Employees will be asked to review and sign their performance evaluation forms.
Key elements of the evaluation discussion are:
In cases where an employee disagrees with an evaluation, the employee should discuss their concerns with their immediate supervisor in an attempt to reach a satisfactory resolution. If a satisfactory resolution is not reached, the employee may appeal the rating in writing to their respective Vice President. The decision of the Vice President is final. Performance evaluations are not covered by the Grievance Process contained in Chapter 12.