Performance Evaluation 

Probationary reviews are required for all Civil Service and Bargaining Unit (CS/BU) employees at the mid-point of their probationary period. The intent of the probationary period is to give the employee an opportunity to demonstrate their ability to perform the duties of the position. CS/BU employees serve a probationary period of either 6 or 12 months.

To determine the length of a probationary period you can look up the job code via the Job Classification Search (includes OHR job specs)

The Dean's Office utilizes the Performance Appraisal Tool (PAT) for probationary reviews. Steps in the probationary review process are outlined below.

• Probationary Review Resources for Supervisors

PAT Probationary Review Process

• 1. Dean's Office HR adds new employee in PAT System, initiates a Probationary Review, and emails supervisor with instructions and dates. 

  2. Supervisor enters feedback on employee's performance into PAT and submits to HR for approval.

     • There is no employee input in a probationary review

  3. HR reviews, request changes if needed, and approves the probationary review. Email is sent to supervisor notifying of approval and to deliver to employee.

  4. Supervisor meets with employee to discuss and sign the review.

     • Only one review is needed and needs to be delivered between the mid point and by the end of the probationary period. As close to the mid point as possible. 

  5. Employee's not passing their probationary period must be giving 28 days notice prior to the end of the probationary period, so a mid probationary review is essential.

The Dean's Office utilizes the Performance Appraisal Tool (PAT) for annual performance reviews.  The performance review process happens throughout the year and involves three parts: goal setting, ongoing check-ins, and the performance review discussion.

1. GOAL SETTING: Employees should also focus on setting/revising 1-3 major goals that are Specific, Important, and Measurable (SIMple goals) for the upcoming review cycle. Goal setting is done in conversation with your supervisor. Once you've discussed and confirmed your goals, enter them into PAT. You may also update/adjust them as you move throughout the year. 

2. ONGOING CHECK-INs: It's important to touch base with your supervisor at least once a quarter to discuss your goals and professional development. Either you or your supervisor can set these meetings up.

3. PERFORMANCE REVIEW DISCUSSION: This is the formal discussion that will take place in the first quarter of the new year to review the previous performance year. All Faculty, P&A, and CS/BU staff must complete an annual review. No reviews can be delivered until after they have been approved by HR in PAT.

Employee PAT Guide

Supervisor Guide 

General Resources

• Kickoff Training Session (2020)

• Behavioral Competencies

• Goal Setting Guide

• CS Merit Pay Plan Guidelines

Instructional P&A employees (Teaching Specialist, Lecturer, Sr. Teaching Specialist, Sr. Lecturer) should complete the forms below as part of the annual evaluation process.

• Works (optional)

• Self-Reflection Form (optional)

• Annual Appraisal Form

Review Period: January 1 – December 31

Employee Self Reflection Due:  January 31

Performance Review Discussions: by February 28

While HR does not mandate completion of annual performance appraisals for undergraduate and graduate student employees, it may be appropriate or encouraged to complete the review process. 

• • Self-Reflection Form

  • Performance Appraisal Form

  • Student Employee Performance Factors

• Talent Management Toolkit

• Performance Management