For each employee group the sequence has three basic steps. Second, the employee performs throughout the evaluation period and gathers information submitted for his or her performance evaluation about March of each year. The direct supervisor of each employee, unless administratively excused or substituted by the appropriate executive administrator, will be involved in establishing each subordinate s routine and priority responsibilities for the coming year and in the final determination about performance and the discussion with the subordinate at the end of the evaluated year. There are variations in the specific calendars for evaluation that relate to differences in the calendar of appointments and cycle of planning events for campuses and administrative areas. There is a goal as this policy and procedure develops to minimize these differences and integrate the calendars with other evaluation, hiring, and selection procedures.
Some procedures call for mid-cycle evaluation.
Once the evaluation cycle is over, there is a brief period allowed for appeals. The appeal process may delay the delivery of a letter or notification of appointment. That follows with the notification of legislative and executive compensation proposals and other changes in expenditures that impact the calculation of possible guideline funding. Then, following the legislative session and gubernatorial action on the University s funding, the Budget Committee consults with the administration, and the President makes a final recommendation on base pay and merit bonus to the Board of Regents, hopefully for pencil budgets in mid- to late March with final figures in April. With final guidelines, the funds available can be fit to the outcomes of the annual performance evaluation process and salaries calculated and employees notified following final Board of Regents approval of the budget.