Performance Appraisals

1.0 Policy
1.1 It is the policy of Robert Morris University to periodically appraise employees in order to measure, maintain, and improve job performance.

2.0 Scope
2.1 This policy applies to non-exempt full-time, regular part-time, and part-time employees.

3.0 Procedure
3.1 The performance appraisal provides a formalized opportunity for communication between the supervisor and his/her employees.

3.1.1 The Human Resources Department will distribute the appraisals to the Officers for each of their departments in Spring of each year.

3.1.2 Employees have the option to receive a copy of their performance appraisal.

3.2 The Appraisal Form will be developed by the Human Resources Department and will be approved by the Officers of the University.

3.3 Counseling

3.3.1 In cases where an employee performance appraisal is sub-standard, continued counseling must be provided by the supervisor.

3.3.2 This program of counseling should provide clarification of expectations not being met and recommendations designed to correct specific performance problems.

3.3.3 If the employee does not show an improvement of performance after initial counseling sessions, he/she will be placed on a formal improvement plan for sixty (60) days. This plan will be documented in writing and signed by both the employee and the supervisor. It will specify improvements which must be made during this period and actions to be taken if improvement is not realized, which may include termination.

3.1.4 Employees required to work overtime will be given as much notice as possible. All overtime shall be distributed as equitably as possible among employees performing the work.

3.4 Performance appraisals will be conducted on part-time faculty in conjunction with their teaching assignments.

Effective: 02/01/2000

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