One of the benefits of the performance evaluation process is that it serves as an opportunity for the manager and employee to formally discuss issues related to the employee's work, including acknowledging accomplishments, identifying areas needing improvement, and planning for the subsequent performance year. Additionally, the evaluation rating becomes the basis for the distribution of any merit funds that are allocated to the University by the state legislature. Therefore, if a year has passed since you evaluated employees in your work unit, please ensure a performance evaluation is completed soon. The purpose of this merit program is to recognize meritorious performance.
Meritorious performance is identified as satisfactory or better performance.
The guidelines will be available in late November. However, for your immediate planning purposes, employees hired within six months of the merit distribution date will not be eligible for a merit increase. Faculty and appointed personnel performance evaluations are maintained at the department level. Therefore, an evaluation for a classified staff employee should have a review date between April 1999 and February 2000 to support the April 2000 merit allocation. A performance evaluation is considered current if it was completed within a year of the merit allocation date.