A decrease in salary may also be appropriate when employees accept transfers to lower level positions in other departments. Decreases in salary should be discussed with the Director of Personnel Services before action is taken. A recommendation to maintain or adjust the ranges will be made by the Director of Personnel to the Vice President of Administrative Affairs. Performance evaluations are basic to good personnel management and are considered a fundamental part of each supervisor's job assignment. Evaluations may be given on a more frequent schedule when supervisors believe them to be useful.
New employees are to receive an evaluation at the completion of their probationary period.
Performance evaluations are to be separated sufficiently in time from the University's budgeting schedule so that the focus of performance evaluation is on employee development, but timed sufficiently with the budgeting process that performance evaluation results are meaningful in terms of annual merit increase recommendations. For this reason, performance evaluations for staff members who have completed their probationary period of employment are to be given each year between January 1 and March 31. When justifiable because of work cycle, exceptions may be made to this period by the appropriate Vice President or Provost. Each performance evaluation is to be discussed with the affected employee. Performance evaluations are to be documented and signed by the employee's immediate supervisor, the employee, and the budget unit heaad as appropriate.