Process for Follow-Up on Performance Appraisal Issues
1. Address Needed Improvement. When the performance appraisal identifies
areas needing improvement, the UMD Follow-Up Form or similar document
should be completed and a review meeting held within a prudent and reasonable
period of time. If the deficiency was identified in a probationary employee,
the deficiencies should be more basic to correct and the form and meeting
should be held within a very brief and pre-defined period of time. For
existing employees, the supervisor needs to ascertain what period of time
would be necessary for needed improvement(s) to be apparent. In all cases,
the follow-up should occur no later than six months after the performance
appraisal.
2. Review the Performance Appraisal. The supervisor reviews the performance
appraisal for areas of deficiency and the strategies that were developed
to deal with that need (and were identified during the appraisal). On
the UMD tools, these deficiencies would be any factor(s) rated “Requires
Improvement” or “Unsatisfactory.”
3. Assess Progress and Develop Next Steps. The supervisor assesses progress
made and next steps in relation to those identified performance weaknesses
(if performance would still not meet a competent rating). The supervisor
completes the UMD Follow-Up Form or similar document with this information.
4. Hold Follow-Up Meeting. The employee and supervisor meet, using the
UMD Follow-Up Form or similar, to assess progress and the next steps (if
any are necessary). The required signatures are collected on the form,
photocopies are made for employee and supervisor and the original is sent
to UMD Human Resources and Equal Opportunity for filing in the official personnel file.
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