Human Resources Service Center

Process and Roles

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./li>
  • 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.

Roles: Who Does What?

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.