Since performance evaluation is communication between supervisor and employee, it is an extremely important supervisory responsibility, with far-reaching consequences for the employee s career. While performance evaluation is not simple, it nevertheless remains a primary responsibility of those functioning in a supervisory role. Supervisors consciously and unconsciously evaluate staff performance daily. The written evaluation permits the supervisor to organize judgments about performance in an orderly manner so that they may be translated clearly and consistently to the staff member. A written evaluation provides an occasion for both the staff member and the supervisor to reach or refresh their mutual understanding of the individual s and the organization s goals in relation to the staff member s role.
Performance appraisal has the potential to motivate employees and increase their productivity.
Tenured and tenure track employees should use the PTR and contractual merit procedures covered under their contract. In conformity with the objective listed above, the Division of Student Affairs and Services follows its own handbook and evaluation sequence. The performance evaluation process is continuous throughout the career of all professional employees. Management may require employees, or employees may volunteer, to provide to their supervisor an annual report of activity and achievement to be used as a source of information for evaluations. If management makes such a requirement they must do so in advance of the period for which they want the report.