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Division of Business Affairs
Human Resources

Unclassified Staff Evaluation System 

Performance Evaluation Policy for Unclassified Staff and Specific Academic Administrators

The unclassified staff evaluation system is used to measure an individual’s job performance annually.  The purpose of the unclassified staff evaluation system is to enhance job performance and job satisfaction by the employee.  The performance evaluation applies to all unclassified staff employees and certain academic administrators.  The evaluation cycle shall be the 12-month period from July 1 through June 30 of each fiscal year.  Performance evaluation and plans, as well as any related evaluations documentation, shall be maintained by the Office of Human Resources in the employee's confidential personnel files.


Important Dates

The evaluation cycle will begin on July 1 conclude July 31

The performance expectation planning cycle will begin on July 1 and conclude August 31

All planning sessions and evaluation ratings must be submitted to the Human Resources Department no later than July 31 (evaluations) and August 31 (planning sessions) of each fiscal year. If the deadline falls on a weekend, Holiday or University Closure, all forms are due in Human Resources the workday before.


Evaluation Documents

Unclassified Staff Evaluation Form

Performance Improvement Plan

Unclassified Staff Performance Expectation Planning Form


Staff Performance Expectation Plan

The immediate supervisor of any new Employee is required to relate the expected performance standards (“Expectations”) to the duties and responsibilities particular to the Employee’s job within 30 days of the Employee’s date of hire for the position whether the Employee is:

Both Employee and immediate supervisor shall sign and date the form entitled “Performance Expectation Plan” (“Expectation Plan”). The Employee’s immediate supervisor shall submit the signed and dated Expectation Plan to the Office of Human Resources for retention in the Employee’s confidential personnel file.


Staff Evaluations

Any new unclassified staff employee who began employment before April 1st will receive a performance evaluation.

The Evaluation criteria shall be organized by nine (9) categories of performance expectations (“Expectations”), as measured by the observable behaviors listed below. Those categories shall be:

  1. Dependability and Reliability
  2. Communication/ Cooperation
  3. Professionalism/ Integrity
  4. Decision-making/ Problem-solving
  5. Planning/ Organizing
  6. Service Quality
  7. Supervision/ Leadership
  8. Performance Planning and Review
  9. Budget and Cost Management

If the Employee received a score of less than three (3) points on any individual criteria within an Expectation category, indicating Needs Improvement or Unsatisfactory, then the Employee and Supervisor must set appropriate but realistic performance goals by using the Performance Improvement Plan document to encourage improvement and correction of behaviors or habits related to the low-rated criteria.


Failure to Complete Evaluation and/or Performance Expectation Plan

Failure to fulfill Evaluations and/or Performance Evaluation Plan responsibilities as an Employee, Supervisor, Colleague or Direct Report employee who is designated as an Evaluation will result in ineligibility for consideration for merit pay the next time merit pay is considered.  Any supervisor who fails to evaluate an Employee who directly reports to him/her and who is entitled to an Evaluation under this policy shall be reported to the Director of Human Resources and may be subject to disciplinary action, as determined by the supervisor's division Vice President.