Frequently Asked Questions
Newly-hired or transferred employees
Supervisors will review newly-hired or transferred employees at the end of a six-month probationary period and annually thereafter.
Clerical/Support Staff
Ends annually April 30
Administrative/Professional Staff
Ends annually April 30
Temporary employees
Temporary employees are not appraised within this system. Time worked as a temporary employee is not included within a probationary period.
Contact Human Resources with the employee's name and Banner ID and request access to the employee's past performance appraisals.
Effective Performance Management Assessments follow a Performance Management Cycle:
- Set Performance Standards
- Communicate Standards and Expectations
- Monitor Employee Performance All Year
- Give Ongoing Feedback
- Write and Conduct the Performance Appraisal
At the beginning of the period for which you will appraise the employee (usually 12 months prior), discuss with the employee the importance of each appraisal factor on the form as it relates to their job responsibilities. You may include a job-related Optional Factor that is not preprinted. You must rate a minimum of 8 performance appraisal factors as being either "Highly Important to Position" or "Important to Position."
Co-editing is the ability of another individual, who is not the direct supervisor who created the appraisal, to edit the appraisal form. This ability gives someone, such as a department director, the access to participate in the appraisal creation process along with the direct supervisor who began the appraisal. An appraisal form can only be co-edited when in the Started, Not Sent to Employee Status. Only the supervisor creating the appraisal may submit the appraisal to the employee for review, and at that point is resposible for the content within the appraisal.