Personnel actions including salary increases, promotions, discipline, and terminations should be reviewed for consistency with the written documentation. It is important that employees have a clear understanding about the performance appraisal process and how their performance will be measured. Performance can be measured according to previously established and mutually understood goals between the employee and the supervisor. These goals should be challenging but attainable. Goals must be related to the core responsibilities defined on the employee s Job Description.
Criteria are the indicators of successful performance on the job.
It is essential for the supervisor and the employee to establish open, two-way communications relative to performance. With continuous communication, the performance review becomes a working tool for performance improvement, not just an exercise in listing good and bad performance. Although the University requires at least a formal annual review, more frequent reviews and informal feedback may allow the manager to accomplish more effective development with employees in a shorter period of time. Given when special recognition of significantly outstanding performance is observed or when corrective action is necessary. A brief, but more formal review should be conducted mid-year.