Employee Performance Appraisal

Setting performance standards, observing and providing feedback, and conducting appraisals enables you to achieve the best results through managing employee performance.

The process begins when you and the employee discuss future goals and objectives for the coming year. To do their best, staff members need to know that their contributions will be recognized and acknowledged. Overseeing performance and providing feedback is not is not a step in the disciplinary process nor is it an isolated event. Rather, it is an ongoing process that takes place throughout the year and may occur as often as you believe is necessary to acknowledge the employee for accomplishments, evaluate the employee's job satisfaction and to plan together for improved performance.  

As the immediate supervisor, you play an important role; your closest interaction with the employee occurs at this level.

The goal of the performance appraisal process is to help the employee feel:
  • Positive about the job
  • Motivated to do well and to develop
  • Benefited by specific, constructive feedback
  • Appreciated for specific contributions
  • Informed about current and future performance objectives
  • Involved as a participant in the process

Key Information for Supervisors

  • User Roles: User roles are key in facilitating the proper routing of the appraisal and it is critical that the department leadership team thinks through the routing/approval/signature process that they want supervisors to follow. 
  • Annual Employee Setup: You will need to set up the roles for each person involved in the EPAR process, the employees you supervise, and the departmental approval chain. Please refer to the user guide for details on how to setup, modify, delete information and/or transfer one or more employees to another supervisor.
  • Filling out Your Employee's Performance Appraisal (three parts):
    • Part I: Last Year's Performance
    • Part II: Future Goals
    • Part III: Overall Rating and Signatures
  • 2017-2018 Merit Matrix (PDF)

2018 Performance Review Due Dates

Unit

Review Period

Call for Evaluations

Deadline

NX - Nursing

May 1, 2017 - April 30, 2018

1st Monday in February

1st Friday in May

99 Non Represented

May 1, 2017 - April 30, 2018

1st Monday in March

2nd Friday in June

K-3 Skilled Craft

May 1, 2017  - April 30, 2018

1st Monday in March

2nd Friday in June

CX - Clerical

July 1, 2017 - June 30, 2018

1st Monday in April

2nd Friday in July

F3 - Firefighters

July 1, 2017 - June 30, 2018

1st Monday in April

2nd Friday in July

DX - Doctors and Dentists (Student Health)

July 1, 2017 - June 30, 2018

1st Monday in April

2nd Friday in July

HX - Healthcare Professionals

July 1, 2017 - June 30, 2018

1st Monday in May

Last Friday in August

RX - Research Professionals

July 1, 2017 - June 30, 2018

1st Monday in May

Last Friday in August

TX - Technical

July 1, 2017 - June 30, 2018

1st Monday in May

Last Friday in August

EX - Patient Care Technical

January 1, 2017 - December 31, 2018

1st Monday in December

Last Friday in February

SX - Service

January 1, 2017 - December 31, 2018

1st Monday in December

Last Friday in February

PA - Police

Anniversary-Based Cycle

 

The online Employee Appraisal System:

Who is appraised using these online systems?
 

1. Non-represented Staff: All non-represented staff except SMG (Senior Management Group) are appraised using the online competency-based tool.

2. Represented Staff: Staff in the following collective bargaining units are appraised using the online competency-based tool:

  • CX-CUE Teamsters 2010 Clerical
  • EX-AFSCME Patient Care Technical
  • HX-UPTE-CWA Residual Health Care Professionals
  • NX-CNA Registered Nurses
  • RX-UPTE-CWA Research Support Professionals
  • SX-AFSCME Service
  • TX-UPTE CWA Technical Unit
  • F3-IAFF Firefighters

Who is appraised using paper appraisals?
 

1. Represented Staff in the following collective bargaining unit: 

  • PA-FUPOA Police - Uses the traditional paper EPAR

Performance Management Support