Performance Evaluations

Evaluations let employees know how well they are performing their assigned duties in target areas, and identify areas and means of improvement.  Performance evaluation, and good two-way communication in general, should be an ongoing process.  Supervisors are asked to complete a written evaluation after the first 180 days of an employee’s new assignment to assess the employee’s ability to perform assigned tasks, and to facilitate the employee’s adjustment to a new position and work relationships.  Thereafter,  supervisors should carry out regular and informal discussions with employees throughout the year, using the annual performance review to summarize progress more formally and in writing. 

Written performance evaluations help to insure that a supervisor's assessment of employee performance is communicated accurately.  The annual performance evaluation also provides a forum for discussing the employee's needs, work relationships, and possible development opportunities.  It is also the time to set departmental and personal goals.

Supervisors should conduct employee performance reviews at least annually, but more frequently if there are changes in job duties or recurring performance problems.   The purpose of annual evaluations is to advise employees how well they are meeting job standards, to identify performance problems and the underlying causes of those problems, and to motivate employees to follow a plan for improvement.  It is important that evaluators present an objective and accurate analysis of an employee's performance.  Performance appraisals should be submitted to the Foundation Human Resources Director for review prior to presentation to the employee.  Evaluations that are not thoroughly or thoughtfully done may be returned to the supervisor for reworking prior to presentation to the employee.

If the employee is eligible for a merit pay increase, the performance evaluation must be completed first and provide the documented basis for that award.  Positive performance evaluations do not guarantee pay increases or advancement.  Pay increases are solely within the discretion of the Foundation and may depend on other factors in addition to performance, such as the availability of funds.

After review and discussion of the evaluation, both the employee and the supervisor should sign it to acknowledge that it has been presented and discussed.  A signed evaluation does not mean that an employee necessarily agrees with everything contained in the evaluation.  A performance appraisal signed by both the employee and

 

Supervisor's Guide to Performance Evaluations

Performance Evaluation Form

Performance Improvement Plan

Employee Counseling Note

 



The employer is the CSU, Chico Research Foundation, a private non-profit corporation serving as an auxiliary organization of California State University, Chico. Employment with the CSU, Chico Research Foundation is considered at will.

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER
Qualified applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, martial or veteran status, or the presence of a non-job-related medical condition or disabilities.  It is the Research Foundation's policy to hire only United States citizens and aliens lawfully authorized to work in the United States.  All new employees must provide proof of identity and authorization to work.  Prospective applicants with a disability may request and receive reasonable accommodation during the application and selection process.

DISCLOSURE OF CAMPUS CRIME STATISTICS
An annual security report disclosing crime
statistics for California State University, Chico can be obtained by contacting the Chico State University Police Department (530) 898-5372 or by accessing the following Website: http://www.csuchico.edu/up/html/jeanne_clery.html