Before including any information in an evaluation that indicated there was a performance problem, ask the previous supervisor if the information about the problem has been shared with the employee and obtain any documentation about the issue. The written part of the performance evaluation process includes completing the evaluation portions of the Performance Pay System Planning and Evaluation Form . The feedback collected during the course of the review period should substantiate the rating for each performance factor. Supervisors are expected to make fact-supported judgements in assigning ratings. Outstanding, meritorious, Excellent, Role model, Exceptional, Exemplary, Superior achievement, Consistently exceeds expectations, standards, requirements, and objectives Role of the Reviewer Review the evaluation to ensure that the process conforms to CSU Performance Pay Program guidelines and University policies and procedures and that there is evaluation consistency across the supervisor's subordinate employees, and consistency across supervisors.
Supervisor finalizes the evaluation, based on the meeting between the supervisor and the reviewer.
Departments or work units may NOT establish quotas or forced distribution processes for determined the number of employee ratings in any of the four performance levels. Your copy of the Planning and Evaluation Form with your entries and notes. Any examples of the employee's work that support your entries or notes. Any feedback you have received from the employee's key co-workers or customers. Some specific examples of times the employee has been successful, and some specific examples of opportunities for improvement.