Human Resources Department

Staff Performance Review-FAQ’s

1.  Why do we have a performance review program? The University is committed to helping you achieve success in your job and furthering the mission of the University to the best of your ability. A formal performance review process provides both employees and supervisors the opportunity to recognize accomplishments, identify opportunities for development, and to set goals for the future.

2.  How do I set goals? Goals should be SMART:
a.  Specific – Achieve a certain outcome, acquire certain knowledge, complete a particular
type of project or task.
b. Measurable – Verifiable in terms of speed, time, cost, quality or quantity.
c. Attainable – Challenging but reachable.
d. Relevant – Aligned with areas of focus, performance improvement needs and personal priorities
and limitations.
e. Time limited – Deadline or time frame for completion.

3.  Should I complete the performance review form myself? It is not required or necessary to do so, however you many find that it is helpful as you think about your performance over the last review period.

4.  What are appraisal factors? The appraisal factors are general areas of skills and abilities that the University expects you to be competent in. Individual departments may have more specific expectations that those listed. To the extent possible, examples of each of these appraisal factors should be described in behavioral terms.

5.  Why are there ratings for appraisal factors?  This allows the supervisor to provide more specific feedback on any dimension of performance.

6.  Why do ratings of “exemplary,” “needs improvement,” or “unacceptable” need additional comments? These are required so that employees and supervisors share a common understanding of what are the expectations of performance on the job. It also provides the employee with greater clarity and what is significant about his/her performance.

7.  How is the overall rating calculated?  The overall rating is NOT a calculated rating nor is it the average of the individual appraisal factors. The three distinct ratings allow for a range of overall performance. It is expected that most employees will fall in the “meets expectations” category.

8.  What should I do if I don’t agree with the review or portions of it? It is imporatant that you and your supervisor try to reach consensus on the review to insure that all efforts are aligned to the department, division, and ultimately University goals. However if after discussion you still disagree you are welcome to include that in the section on employee comments, or to submit a short attachment to the review.