An annual appraisal is required for all Full Time Faculty and non-union staff. The Work Dove platform is set up to conduct all non-union staff performance evaluations online.

In order to properly manage performance and align with the annual merit process:

- This year's performance review period covers the current fiscal year.

- Please refer to the Timeline PDF.

The performance management process should provide feedback and coaching on what the individual is doing well and what can be done better or differently. It is the basis for improved performance and overall professional development. The performance evaluation document is only one element of the performance management process.

Your manager should establish goals, performance standards and expectations with you immediately. Employees hired before January 1st will be reviewed in the current year’s process. Those hired after January 1st should receive informal feedback on their performance and set goals for following year.

As in prior years, employees who are on leave when the annual process is initiated will begin the process when they return to work. Using the performance management system provides a tracking device to ensure that all employees receive feedback, even those who may be on leave.

Your manager is responsible for conducting the performance evaluation and signing off on the final evaluation. However, managers are encouraged to seek input from others that you collaborate with or support in performing your job duties.

It is your manager’s responsibility to set goals and expectations with you. Even prior to that, those who manage supervisors should provide direction so there is consistency across the unit in how performance reviews are conducted and how they relate to the employee development process. Your manager should start the conversation with you to set expectations and schedules for self-assessment and performance reviews.

The appraisal is the manager’s assessment of the prior year’s performance; it is a snapshot in time. You may write comments on the form or on a separate sheet to attach to the appraisal. Your signature does not indicate agreement or disagreement with the appraisal; it simply indicates that it has been provided to and discussed with you.

Your current manager should conduct your evaluation with input from your previous manager when input from past managers is relevant to the entire assessment. However, if the change was very recent, it might be appropriate for your previous manager to conduct the evaluation.

We encourage managers to get input from their direct reports to better understand their leadership skills and abilities. For questions regarding managers, please contact your Employee Relations/Labor Relations Associate.

You can use the LEARN section in the Work Dove tool. Contact the Office of Human Resources for additional support.

Customer Service is available through the chat feature on the Work Dove Tool. Look for a chat icon on the bottom right.

You may ask questions in the chat if:

- you don't see the names of your direct reports in the system

- your manager name is different than what is listed in the system

- you can't find the Performance Evaluation form