The supervisor and employee both play an important role in creating a productive performance appraisal process.

Employees: Prepare and submit their Self-Evaluation and propose goals in ePerformance by the department’s established due date. Supervisors should inform their employees of the due date, but a suggested due date will appear in ePerformance.

Supervisors: Performance management is a year-long responsibility and supervisors are encouraged to meet quarterly with employees to review goals and progress. Specific to any performance appraisal cycle, supervisors:

1. Review the employee’s position description to ensure it is current and accurate as it is the basis by which performance should be evaluated.
2. Write a draft appraisal to share and discuss with employee.
3. Meet individually and in person with the employee to review their performance, future goals, including professional development and diversity, equity and inclusion goals.
4. Finalize performance appraisal in ePerformance by due date.

Preparing for the Appraisal

Here are some suggestions to get the employee involved:

• Schedule a mutually convenient time and place for the performance appraisal discussion. Allow enough time and ensure privacy.
• Explain that you would like the discussion to be a dialog, with input from both of you included in the final written document.
• Give the employee some options about how to prepare for the discussion. For example, ask the employee to prepare a self-evaluation using the same form you will use for your draft. The employee can address accomplishments and things that could be done better. Explain that you will be doing the same and that you may exchange these documents a few hours before your meeting
• Give the employee a list of questions to consider to evaluate his own performance. Sample questions might be: What have been your major accomplishments? What could you have done better? What could I do as your supervisor to help you do your job better? Would you like to see your responsibilities change? If so, how?
• Prepare a draft appraisal, making sure you have as much information as possible, including: job description, performance standards, previous appraisals, letters of commendation and/or criticism, samples of work, and records of disciplinary action.
• Consider the question, What can I do to help the employee do the job better and achieve developmental goals?

Conducting the Appraisal Discussion

Continue the momentum you have established throughout the year with your ongoing dialog about performance. You want to set the tone for an open and productive discussion. Here are some steps you can take to make it as successful as possible:

• Create a supportive environment by stating clearly the purpose of the discussion. Be as non-threatening and open as possible since the employee may be tense or uncomfortable.
• Discuss key areas of responsibility and give examples of specific results. Have the employee go first, based on the self-appraisal or the questions you provided in advance. Ask lots of questions and get clarification to make sure you understand the employee's point of view.
• Discuss what could have been done better. Identify your concerns and listen to the employee's explanations.
• Ask your employee for help in resolving problems. Focus on future performance and be sure the employee takes responsibility for improvement.
• Make sure you and the employee have the same understanding of future expectations regarding performance.
• Give positive recognition for performance that reinforces the goals of the work unit.
• Discuss the employee's interests and potential new responsibilities. Discuss both of your roles in achieving new objectives while maintaining ongoing responsibilities.
• Conclude on a positive note, emphasizing the benefits of your dialog.

The Final Appraisal Document

Based upon your meeting with the employee, make any necessary changes to the appraisal document and then submit the completed appraisal to the employee in ePerformance. The employee is then expected to review the appraisal, add comments (optional) and acknowledge it. You can explain to the employee that by doing so the employee is acknowledging receipt of the appraisal and the discussion of its contents, not necessarily agreement with the contents. This concludes the annual employee performance appraisal process.