Performance appraisals for USPS employees in the Program will continue to be subject to the grievance procedures contained in collective bargaining agreements and University USPS non-unit grievance procedures. Only changes in an employee's performance, which result in a change in the overall rating, require a written appraisal. Small changes in the employee's performance, which do not affect the employee's overall rating, may be conveyed verbally to the employee by the immediate supervisor. Annual Review Unless delayed by an extended absence due to illness or other emergency, there shall be a meeting between supervisor and employee within 30 days following the employee's anniversary in the class. Though not required, supervisors may elect to provide a written statement to the employee outlining the items discussed during the annual review.
Performance needs to improve.
Where successive incidents of poor performance occur over a longer period of time, the shall be documented by a subsequent two month special performance appraisals. In such cases, the university shall initiate action to remove the employee from the class. A new written performance appraisal is required whenever the employee's overall performance level changes from the previous performance level. A probationary performance appraisal is required for both the initial probationary period and promotion probationary periods, and shall be completed within 30 days prior to the end of the six-month probationary period. Failure to submit the original six month performance appraisal to Human Resources prior to the end of the probationary period will result in the employee's attaining permanent status in the class.