Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-45 - Performance evaluation, non-faculty

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university of Toledo strives to
				have employees evaluated on at least an annual basis.
(B)
								Purpose
The university of Toledo is committed
				to providing timely and relevant feedback to employees about their job
				performance, advancement opportunities, areas of strength and areas for
				improvement.
(C)
								Procedure
All management will have the overall
				responsibility of ensuring that all evaluations are completed and submitted to
				the human resources departmentdepartment in a timely
				manner. Raters are expected to review the employee's past performance for the
				entire reporting period.
Scores may be substantiated with
				evaluator comments. The comments are to be as objective as possible.
				Additionally, any rating that has a rating of oneof the values
				or behaviors must have a performance improvement plan. The performance improvementplan should include
				dates of next review in those areas identified as needing improvement and
				consequences for failure to meet expectations.
Each evaluation will include as part of
				the process an interview between the rater and the employee giving an
				opportunity for each to discuss the ratings. During the evaluation interview
				the rater and the employee should discuss each dimension rated and the reason
				for the rating. At this time the two parties should discuss and document any
				future job performance expectations.
At the conclusion of the evaluation
				interview the rater and the employee being evaluated will have the opportunity
				to make additional comments on the form. At a minimum, the rater, and the
				employee are required to sign the evaluation. Depending on the level of the
				rater another level of review will be required. The signature memorializes the
				date the evaluation procedures occurred, and does not indicate agreement by the
				employee. The employee may submit a rebuttal to the evaluation to their direct
				supervisor or to the human resources departmentwithin ten
				business days. The rebuttal shall be attached to the evaluation document. A
				copy will be maintained in the department file as well.
(D)
								Key foundational
			 elements for performance management
The university provides standardized
				performance evaluation forms and support tools. Each department is required to
				use these forms; however, additional evaluation aspects may be added after
				consulting and collaborating with the human resourcesdepartment. Performance
				management is an on-going process that occurs during the rating period. Key
				elements to this process include:
(1)
									Performance
			 planning- Clear performance objectives are identified and communicated at the
			 beginning and throughout the performance cycle. These performance objectives
			 should align with unit and university goals and institutional
			 values.
(2)
									Coaching- Coaching is a tool used to help develop the
			 employee and utilize their talents for individual and institutional success.
			 Coaching should occur on a regular basis and include a discussion of
			 professional development.
(3)
									Feedback- Feedback is information about observed
			 behavior that is appreciative or constructive. Customers, peers and direct
			 reports can provide important feedback to supplement the supervisor's
			 observations. It is important to gather informal feedback as appropriate
			 throughout the year.