Annual Staff Performance Evaluation Timeline
- All non-temporary, full-time DSU staff employees receive a formal evaluation each year.
- Probationary employees will be evaluated in writing at their 6th month mark and verbally at their 11th month mark (if new hire); thereafter, performance will be assessed annually (see DSU Policy 325).
- Annual Performance Evaluations are based on the DSU Core Competencies.
- Evaluations are done during December, January, and February.
- Evaluations must be submitted to Human Resources by March 1.
- Staff Evaluation Overview & Evaluator Guidelines
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. Supervisor and Manager sections are completed as appropriate to the employee's job description and duties.
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 an employee requests it, s/he should be given up to two (2) working days to submit the written response.
4. After comments are added as desired, the supervisor and the employee must both sign the Staff Employee Annual Review form. The supervisor’s signature signifies this is an honest evaluation of the employee’s performance. The employee’s signature signifies that s/he has received the evaluation and discussed its contents with the supervisor, whether or not the employee agrees 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 the next level supervisor who reviews content, has discussions with the supervisor as needed, and signs the Staff Employee Annual Review form signifying approval of the supervisor's evaluation. The second-level supervisor must forward both forms to Human Resources by March 1. 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 Grievance Procedure.
An employee who believes s/he has 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 308 Discrimination / Sexual Harassment.
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, and supervisors will be held accountable in their own supervisor evaluation 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.