Staff Evaluation


  • All non-temporary, full-time DSU employees will receive a formal evaluation every spring for the prior calendar year.
    • The exception of those employees in their initial probationary period. Probationary employees and their supervisors will be notified individually by Human Resources when evaluations are due.
  • Annual performance evaluations are based on the DSU Core Competencies.
  • Self-Evaluations are to be completed in January and February; Annual Evaluations are to be completed by supervisors during February and March.
  • 2018 Annual Evaluations must be submitted to Human Resources by March 22, 2019.
  • See the STAFF Evaluation Overview & Evaluator Guidelines for more information.


1. The evaluation process begins with each staff member completing a Staff Self-Evaluation form according to the schedule designated by the supervisor. Employees must be given at least five (5) working days to complete the Self-Evaluation form before it must be submitted to the supervisor.

2. The supervisor then enters evaluative ratings and/or explanations in the Staff Employee Annual Review form. Evaluations are based on the requirements and duties in the employee’s job description, the supervisor’s analysis of the employee’s performance during the evaluation period, the Employee Evaluation Rating System, and the employee’s self-evaluation. Sections of the evaluation relating to supervisors and managers are completed based on the employee’s job description and duties, as appropriate.

3. The supervisor then schedules a time for a face-to-face discussion about the self-evaluation, the results of the evaluation, and the next year’s goals, giving the employee notice at least two (2) working days prior to the meeting. After the discussion, the SMART (Specific, Measurable, Attainable, Realistic, and Timely) goals agreed upon by the employee and the supervisor should be added to the form. The employee may add or attach comments as desired. If requested, an employee should be given up to two (2) working days to submit a written response.

4. After any additional comments are added, both the supervisor and the employee must sign the Staff Employee Annual Review form. The supervisor’s signature signifies that this is an honest evaluation of the employee’s performance. The employee’s signature signifies that they have received the evaluation and discussed its contents with the supervisor. The employee’s signature is required, even if they do not agree with the contents or results of the evaluation. An employee who refuses to participate in the annual evaluation process or to sign the Staff Employee Annual Review form will be considered insubordinate and may face sanctions under policy 372 Corrective and Disciplinary Action.

5. The supervisor forwards the completed Staff Employee Annual Review form with the employee’s Self-Evaluation Form to Human Resources by March 23, 2018. The second-level supervisor may be contacted to review and sign the evaluation materials if requested or as recommended by Human Resources. Human Resources will review the evaluation and the documents will become part of the employee’s permanent personnel record.

6. An employee who disagrees with the results of an evaluation has rights under policy 151 Staff Grievances. An employee who believes they have received discriminatory or prejudicial treatment based on race/ethnicity, color, national origin, ethnicity, age, religion, gender, sexual orientation, gender identity/expression, pregnancy, disability, or protected veteran status has rights under policy 154 Title IX, Harassment and Nondiscrimination.


The DSU Staff Performance Evaluation System is designed to facilitate communication in order to increase our ability to fulfill the University’s mission. Engaging in annual self-evaluations and supervisor evaluations has been shown to increase performance and morale. The outcomes of any evaluation should be:

  • Clarification of the employee’s responsibilities, job goals, and performance requirements.
  • Open and honest assessment of the employee’s performance.
  • Acknowledgement of the employee’s contributions as appropriate.
  • Renewed dedication to University, division, department, and individual goals.

Regular and substantive evaluations are an important part of a supervisor’s responsibilities. As part of their own evaluation, supervisors will be held accountable for performing and submitting all required evaluations according to the established schedule.

DSU’s Core Competencies grew out of the institutional Mission Statement. Ongoing formative evaluation and feedback is encouraged throughout the year as needed and as part of regular supervisory responsibilities.