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Human Resources Service Center

Performance Management

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

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(opens in new window) (email

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

Tips and Resources

  • The CSU Collective Bargaining Agreements (CBA) require that employees receive performance evaluations at different intervals during probation and then annually.
  • The CBA defines the processes for performance evaluations, including period 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.

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