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Performance Management


Performance Management System

The performance management system is an on-going and interconnected process designed to:

  • Link individual contributions to organizational direction
  • Provide a vehicle for on-going feedback and dialogue
  • Ensure standards and expectations are communicated
  • Acknowledge employee contributions and efforts

Performance Evaluation Forms

The performance evaluation form is an important tool that encourages continued dialogue between supervisor and employee.  The employee classification determines the Unit or CBID for the employee, which determines the form to use. Current forms for staff and management are listed below. (Please read our tips for downloading forms or use a browser other than Chrome.)

Unit or CBIDPerformance Evaluation Form
1 Staff Performance Evaluation (PDF)
2, 5, 7, 9 Choose*: Short form (PDF) (Word) or Long Form (PDF) 
4 APC (Unit 4) Form (PDF)
6 Choose*: Short form (PDF) (Word) or Long Form (PDF)
8 University Police Department (PDF)
C99 Staff Performance Evaluation (PDF)
MPP Management (MPP) Form (PDF)

* Managers must use the same form for similarly situated employees in their department

Performance Evaluation Frequency

CSU employee Collective Bargaining Agreements (CBA) or Policies and Programs determine the frequency of performance reviews.

Unit or CBIDReferencePermanent EmployeesProbationary EmployeesTemporary EmployeesNon-Represented Employees
1 CBA Annual** Prior to the end of the probationary period Periodic; at least annually***
2, 5, 7, 9 CBA Annual** 3-month, 6-month, 11-month Periodic; at least annually***
4 CBA Annual**

At least annually

(SA: 6-mon, 11-mon, 24-mon from hire)
Periodic; at least annually***
6 CBA Annual** 6-month, 11-month Periodic; at least annually***
8 CBA Annual** 6-month, 9-month, 12-month Periodic; at least annually***
C99 Confidential Employees Program Annual / Periodic
MPP MPP Policy 6-month, 12-month, annually thereafter

** Annual is to include the previous 12-month period; the end date of the evaluation period may reset the following year’s due date.

*** Temporary employee “periodic” evaluations should be completed at least once during the appointment or one-year after hire, whichever is earliest. Review the appropriate CBA for details.

Roles: Who Does What?

The following provides an overview of performance evaluation roles.

  • Lead (Optional)
    • A Lead may be in the same collective bargaining unit as the employee.
    • A Lead may be asked to provide input to the performance evaluation. 
    • For CSUEU employees, the lead may be present when the evaluator presents the evaluation to the employee. 
    • Lead work direction involves organizing, scheduling, and assigning work; training and orienting employees; and providing input to employee selection and performance evaluations.
  • Evaluator
    • Typically, an MPP or the Chair. 
    • The evaluator should not be in a collective bargaining unit, with the exception of department chairs and sergeants.
  • Appropriate Administrator
    • The appropriate administrator must be an employee classified as an administrator which is, by default, part of the CSU Management Personnel Program (MPP).
    • The appropriate administrator is a position to whom the employee has accountability within the unit, department, school, college, or division.
  • Supervisory Signature Authority
    • Two different signatures--two levels of supervisory signature authority--should occur on all performance evaluations, one of which must be an appropriate administrator.
    • This “one-over-one” approval process is designed to protect the University and its managers from unintended liability/compliance issues and to ensure accountability.
    • Exception: For the second signature, Deans have been authorized to sign as the Provost's designee.

Position Description Connection

The position description and previous evaluation goals are the basis of the performance evaluation.  The position description sets the expectations for duties and responsibilities, prioritizes tasks, and should be reviewed annually.  (HRSC no longer needs a position description to be attached to the performance evaluation form. However, division requirements may vary.) 

The evaluator should review the employee’s position description prior to completing the performance evaluation.  This is a best practice and complies with language in the collective bargaining agreements.  For assistance obtaining a current position description and/or revising an existing position description, please contact Classification and Compensation (email   

Note: Please send any updated employee position descriptions directly to Classification and Compensation for review.

The Process: Suggested Steps for Evaluators

The goal of this process is to encourage communication between the evaluator and the employee. 
  • At the beginning of the new evaluation period, tell the employee you're going to give feedback on performance.
  • Give feedback throughout the period.
  • Take notes on performance throughout the period.
  • Ask employee for accomplishments and challenges for the period.
  • Prepare a draft evaluation.
  • Give your administrator a chance to review the draft.  Edit as requested.
  • Setup a meeting with the employee. 
  • Present draft evaluation to employee.  Offer to go through the content.
  • Give employee period of time to review draft, as defined by their CBA.
  • See if employee has input.  Consider.  Create final evaluation document.
  • Present final evaluation to employee for signature.
  • Evaluator signs.
  • Make copies.  Give a copy to the employee.
  • Appropriate administrators signs.
  • Forward to employee's VP office for tracking.  VP's office will forward to Human Resources.

Tips and Resources

  • The CSU Collective Bargaining Agreements (CBA) require that employees receive performance evaluations at different intervals during probation and then annually.
  • The CSU Collective Bargaining Agreements (CBA) define the processes for performance evaluations, including periods for draft reviews.
  • On a periodic basis, the Performance Management team provides lists to division heads noting evaluations due in the future 3 months and any overdue evaluations.  This list allows executive level management to provide accountability within the division for the completion of evaluations.

Need Help?

Employee Performance Management and evaluation writing

Performance Evaluation tracking and training

Position Description changes and questions