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CS&LR Performance Appraisals

CS and LR Performance Appraisals

Civil Service appraisals due March 23, 2018.

Civil service review period covers March 1, 2017 through February 28, 2018.

Labor Represented appraisals due June 8, 2018.

Labor represented review period covers June 1, 2017 through May 31, 2018.

Staff contributions are integral to carrying out both our core operations and academic mission in CLA. The performance appraisal is a fundamental tool in providing performance feedback and recognition. Thank you in advance for valuing staff performance in the College of Liberal Arts.

Review materials must be submitted electronically as a single PDF per employee to the college's projects drive. One paper copy should be sent to central Human Resources (200 Donhowe; 3122). Keep copies for the employee and the unit.

Appraisal Form

Supporting Documents:

Performance Review Tips:

Tips for Supervisors

1.   Set a calendar date and time in advance that is mutually convenient for both you and the employee, and that will allow enough time for each of you to do preparation.  A conference room is a good choice for privacy and no interruptions.  Schedule enough time for discussion (1 – 1 ½ hours).

2.   Gather:

  • The job description and performance standards
  • Goals set from the current review period
  • Work rules and procedures
  • Your documentation notes
  •  Any feedback or letters from customers/co-workers
  •  Current disciplinary memos
  • Previous performance review

3.   If you have asked the employee to do a self-review, be sure to obtain that early enough so you have a chance to review it as part of your preparation.  Note:  then be sure to provide the employee a draft of your review, so the employee may see it ahead of time, as well.

4.   Before filling out the review form, take a moment to: 

  • List the main areas of responsibility
  • What the employee has done well
  • What the employee needs to improve in
  • What you can do to help the employee do a better job

5.   Remember to avoid:

  • Halo effect- tendency to overrate a favored employee, or an employee who had a prior good rating
  • Horns effect – tendency to rate an employee lower than circumstances warrant
  • Recency error- letting outstanding work (or unsatisfactory work) immediately prior to evaluation offset an entire year of performance
  • Cookie Cutter effect – not focusing on individual specific performance and rating all employees, or groups of employees, the same

Tips for Employees

1.    Be sure your supervisor notifies you of the date, and that you have enough time to prepare.  A conference room is a good choice for privacy and no interruptions.  Be sure your supervisor schedules enough time for discussion (1 – 1 ½ hours).

2.   Gather:

  • The job description and performance standards
  • Goals set from the review period
  • Your own documentation notes, status reports, or self-assessment

3.   If you have been asked to do a self-assessment, be sure to ask how this will be incorporated in the review meeting and be sure you have been given enough time beforehand to fill the review. 

4.   Before preparing your self-assessment documentation, take a moment to:

  • List your main areas of responsibility
  • Areas you have done well
  • Areas you need to improve in
  • What you need from your supervisor to do a better job

5.   Remember to:

  • Be comprehensive, but concise and specific (“I believe flexibility is one of my performance strengths.  This is demonstrated in the way I handled the constantly changing priorities during Fiscal Close in June.”)
  • Be as objective, honest, and realistic as possible.  Employees have a tendency to rate themselves consistently lower than their supervisors rate them.
  • Compare your performance to the expectations, standards, and goals that were set

6.     Write it down and put it all together.

  • What are your major accomplishments?
  • What could you have done better?
  • Do you understand what is expected of you?  Are performance standards and work rules clear?
  • What training or professional development do you need?
  • Would you like to see your responsibilities change?  How?  Why?
  • What career goals do you have?  What do you need to attain these goals?
  • How are relationships going with your co-workers?  What could they do to help you perform your job better?
  • What could your supervisor do to help you perform your job better?

7.     Make sure standards are SMART (specific, measurable, attainable, relevant, and timely). 

Recommended Process:

1)   Staff members are asked to complete the self-assessment sections under “Major Responsibilities” and “Performance Factors & Comments”, and then return the appraisal to their supervisor. Staff may choose to add summary comments at this point or after the meeting.

2)   Supervisors discuss the self-assessment with the staff member and complete the supervisor sections, including summary comments.

3)   The supervisor meets with the staff member to present the review. Both parties sign and may add closing comments before finalizing and submitting to CLA HR. If additional approvals are required, they are obtained prior to submission.

4)   If available, include a position description, solicited performance input from those other than the employee or supervisor, an updated organizational chart, CV/resume, or other relevant information.


  • Supervisors should use the same responsibilities for jobs that are the same.
  • Refer to Performance Improvement Plan (PIP) guidance for ratings of ‘unsatisfactory’ and ‘improvement needed’.
  • OHR Class Specifications as a resource.
  • Recommend training & development if performance is below  ‘fully proficient’.