UNIVERSITY OF WISCONSIN River Falls

Faculty and Academic Staff Handbook

23rd Edition, 2013 Version


Chapter VI:  Academic Staff Personnel Policies and Procedures

6.6. Performance Evaluation: UWRF 6

6.6.1 Non-instructional Academic Staff Performance Evaluation Guidelines

Non-instructional academic staff shall have yearly performance reviews.  Two reviews are requested, a mid-year goal reassessment and the yearly performance review. 

The performance review is administered once an academic year.  Performance review with SMART Goals is a learning process whereby each employee's job performance is deliberately evaluated and guided to result in more effective execution of the organizational goals through the enhancement of employee performance. The performance review is intended to be a cooperative effort between supervisor and employee where SMART Goals are mutually discussed so the employee can effectively perform their responsibilities.

The performance review process as currently designed includes a discussion of the employee's responsibilities as defined in the most current Position Description (PD).  Through the annual performance review process, employees & supervisors are given the opportunity to provide evidence of performance results based upon key responsibilities found in the Position Description (PD) and ability to produce outcomes (SMART [Specific, Measurable, Action Oriented, Realistic, and Time-Bound] goals), which are based on the employee's key responsibilities found on their position description and that align with the University's mission, vision, and core values.

The purpose of the mid-year goal reassessment is to discuss the continued relevancy of the SMART goals set at the previous year's performance review final meeting or upon a new appointment. This mid-year review should be documented and shared between employee and supervisor noting any changes or concerns with meeting the originally specified goals. See Human Resources' web site for more information regarding SMART Goals.

By the first Monday of May, the employee should provide his/her supervisor with a summary of key responsibilities based on the current PD (in a list format) and an evaluation narrative of overall job performance within those responsibilities and a self-evaluation of the past academic year's SMART goals. These should be provided to the supervisor in electronic format.

By the third Monday of May, the supervisor should have submitted their narrative of performance results for the key responsibilities and completed an evaluation of the same set of goals to the employee in electronic format.  The supervisor may also propose some development needs / goals which would allow the growth, advancement and/or development of an individual's skills and abilities. In the same time frame, the employee should have submitted for review in electronic format the next year's draft SMART Goals, which are based on the employee's key responsibilities found on their position description and that align with the University's mission, vision, and core values.

A collaborative meeting to discuss each person's narrative of performance results and evaluation of the previous year's goals and to finalize the next year's SMART Goals needs to occur sufficiently prior to June 15th to allow all documents including the Performance Evaluation Cover Sheet to be finalized, signed, copied, and to have the original hard copies arrive in HR no later than June 15th.

If the overall rating on the Performance Evaluation Cover Sheet is either an "(I) Improvement needed" or "(U) Unsatisfactory", a documented development plan addressing constructive, specific needs should be outlined. The plan should be reviewed again prior to Academic Staff Retention Recommendations are made.

The Mid-Year Reassessment, whose purpose is to discuss the continued relevancy of the SMART goals set at the previous year's performance review final meeting or upon a new appointment, should occur at or around January 1st  but ideally no later than February 1.

Procedure

Responsible Party

Due Date

Form

Performance Review – Narrative &Self Evaluation

Employee (Initiates)

1st Monday of May

Performance Reviewdocument

Performance Review – Supervisor Narrative & Evaluation

Supervisor

3rd Monday of May

 

Draft SMART Goals  

Employee (Initiates)

3rd Monday of May (New appointments within 30 days)

SMART Goalsdocument

Performance Review – Final Eval / Performance Evaluation Cover Sheet & Finalized SMART Goals

Collaborative meeting

No later than June 15th  Due to HR

 

Mid-Year Reassessment

Collaborative meeting

3rd Monday in January (ideally no later than February 1)

Use Finalized SMART Goals


6.6.2  Instructional Academic Staff Performance Evaluation Guidelines

Instructional academic staff shall be regularly evaluated following the criteria in 4.3.2.1(c) of this Handbook. Instructional academic staff evaluation shall be based upon only the criteria which apply to their contractual obligations. All departments are expected to provide evaluative feedback and support to instructional academic staff.