Process and Roles

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.

The following provides an overview of performance evaluation roles.

Lead

• 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.