Performance EvaluationsPerformance 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 the supervisor must be submitted to the Foundation Human Resources Director to be maintained in the employee's personnel file.