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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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The University of Minnesota is an equal opportunity educator and employer.
Last modified on 06/05/14 09:33 AM
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