Last updated August 1, 2001
While informal feedback to employees about job performance should occur on an ongoing basis, the importance of the formal, written performance evaluation cannot be overemphasized.
Written performance evaluations should be conducted on all regular employees on a routine basis. Evaluations may also be conducted at other times when circumstances warrant.
Written performance evaluations should be completed on a regular basis and retained in the department. Evaluations should occur at the following times:
- At the end of the original six-month probationary period.
- Annually, either on the anniversary of the employee's hire date or at another time designated by the department.
- At the end of six months after transfer or promotion to a new position.
- At any time the supervisor wishes to record noteworthy performance, either favorable or unfavorable.
The department is responsible for maintaining performance evaluations for all employees. These, along with other departmental records, are subject to periodic audits by Operations Analysis.
When a Written Evaluation is Not Completed
When a written performance evaluation report is not completed, the employee may request assistance from Human Resources to work with the appropriate person to have the evaluation done.
Original Probationary Employees
If a performance evaluation report is not completed and signed by the date marking the end of the original probationary period, the employee automatically becomes a regular employee of UNL.
Forms for Performance Evaluations
Performance Evaluation Form and Guidelines are available from Human Resources. Departments may work with Human Resources to develop their own forms.
Employee Evaluation of Supervisors
University employees are encouraged to provide feedback and information to supervisors that may be helpful in building more effective and positive work relationships. The most desirable feedback is provided from the employee directly to the supervisor, and supervisors are expected to maintain an environment where employees feel free to offer constructive feedback about the supervisory relationship. Human Resources is available for consultation on topics connected with building good rapport with employees and creating a positive work environment. In addition, Human Resources provides ongoing training that is open to all university supervisors.
Suggested guidelines for evaluation of supervisors:
- Employees should understand the process and be assured that their input will be considered.
- Employees should have opportunity to evaluate supervisors each year.
- Employees should have a choice to evaluate supervisors anonymously, with forms directed to someone other than the supervisor being evaluated. Evaluation results should be summarized and presented to supervisors in ways that protect the identity of employees.
- Employees should be encouraged to offer criticism in a constructive and positive manner and to complete forms individually rather than in groups.
- Evaluation of supervisors should be voluntary, and departments should avoid any perception that employees are being coerced into doing the evaluations.
- Supervisors should understand the process and how evaluations will be used.
- Supervisors should be encouraged to view evaluations as an opportunity to enhance effectiveness in their supervisory roles.
- Evaluations from employees should be considered as one aspect of a supervisor's performance and not the total performance picture.
Departments are responsible for creating procedures for evaluation of supervisors. Human Resources is available to assist in any aspect of the process.