Department of Human Resources

POLICIES & PROCESS FOR EMPLOYEE APPRAISALS

BACKGROUND - What is the University’s intent on performance reviews?

While there is no one unified policy covering every employee group, the requirement of regular performance reviews for all University staff is clearly stated in various places:

In any case, you should conduct an annual, formal, written review of each employee’s performance.

Manager’s Toolkit, Performance Management

Performance – annual review required for all employees (excludes individuals who fall under the comprehensive review requirement).

University of Minnesota Business Process: Performance Review Tracking

[Note: Comprehensive review requirement is for deans and higher.]

As part of an ongoing performance management system, it is expected that both full-time and part-time academic professional and administrative (P&A) staff (93xx, 96xx, 97xx) undergo a review of their performance on an annual basis with a written evaluation prepared and delivered by the responsible administrator.

Performance Appraisals for Academic Professional and Administrative Staff, Policy 4.7.1

It is also clear that as units elect to move towards performance or merit pay, the University will be looking closely at the process they have in place for regular and ongoing performance evaluation.

PURPOSE

Employee performance appraisals are a counseling tool for the rating supervisor and the employee to use to assess and discuss job performance. The focus of the performance appraisal process should be to establish a mutual understanding between the supervisor and the employee on the requirements for effective job performance.

PROCESSES

PROBATIONARY APPRAISAL
ANNUAL APPRAISAL
TIMELINE FOR THE ANNUAL REVIEW PROCESS PDF WORD
FOLLOW-UP ON PERFORMANCE APPRAISAL

HRMS TRACKING: http://www1.umn.edu/ohr/img/assets/10086/empreview.pdf