UTSA Annual Employee Performance Evaluation |
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Introduction | |
FAQ's | |
Rating Tool |
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Non-Faculty Employee Evaluation Review Form | ||||
FAQ's - Frequently Asked Questions
- Are Performance Evaluations required?
Yes. The Handbook of Operating Procedure (HOP) outlines the process:http://www.utsa.edu/hop/chapter3/3-1.cfm
The following is an excerpt from that reference:
“A supervisor is expected to conduct a written performance evaluation for all employees annually. The rating period is February 1 through January 31. Supervisors will complete these evaluations no later than March 1 of each year.”
The supervisor must place the original evaluation form in the employee's departmental personnel file and provide a copy to the employee and a copy to the Office of Human Resources no later than March 1 of each year.”
- What is the process for administering performance evaluations for newly hired employees?
Classified employees who are currently serving their probationary period will receive performance appraisals at 30, 90 and 160 day intervals. Classified employees, who have completed their probationary periods and whose last probationary performance appraisal is over two months old as of January 31, will require a performance report closing out on January 31, 2008.
Example: Employee "A" received their 160 probationary performance evaluation prior to December 1, 2007. They will require another performance evaluation closing out on January 31, 2008.If an Administrative & Professional (A&P) employee was hired prior to December 1, 2007, a performance evaluation with a close out date of January 31, 2008 is required. A performance evaluation on A&P employees hired after November 30, 2007 and before March 1, 2008 will receive a performance evaluation prior to an award of merit.
- I am a new supervisor who was hired on January 13, 2008 and I have a number of employees reporting to me. The previous supervisor is not available to provide me with feedback on the employees’ job performance. What do I do?
A Non-faculty Performance Evaluation Review is still necessary for each of your employees. Discuss and coordinate the reviews with your manager and ask the employees to submit a list of significant accomplishments to be incorporated into the evaluation. Under the Performance Summary/Manager’s Comments section of the form, add your own comments based on the time you supervised the employees along with a note to indicate the date you assumed the role of their supervisor.
- My employee was transferred from another department (and had served her probationary period long ago). She has only been in my department for 1 month. Who is responsible for the review?
Ultimately, the employee’s current manager (as of January 31, 2008) is responsible for the review. However, we strongly encourage managers to collaborate on the review and provide a degree of input commensurate with the time he/she supervised the employee.
- I have a part-time employee who works for me; do I have to complete a Non-faculty Performance Evaluation Review?
If the employee is a part-time (50% or greater) regular (benefits eligible) employee who has been continuously employed for at least six months as of August 31, 2007, the employee will need an appraisal on file within the department with a copy submitted to Human Resources in order to receive merit.
- One of our supervisors has left the University completely and the job has not been filled. Who will be responsible for conducting the staff evaluations?
The next level of management is responsible for completing the staff evaluations. The manager may also ask the employees to submit a list of significant accomplishments to be incorporated into the evaluation. Under the Performance Summary/Manager’s Comments section of the form, comments should be added explaining the circumstances that resulted in the manager's role as evaluator.
