Policies and Procedures

5.23 - P&S Policies and Procedures -- Performance Appraisal Program

A. Standards of Performance

As representatives of the University of Northern Iowa, professional and scientific (P&S) staff members are expected at all times to perform their duties promptly and efficiently, and conduct themselves in accordance with generally accepted standards as well as with specific standards prescribed by law, BOR regulations, and University policies.

B. Appraisal Program

The University Performance Appraisal Program for P&S personnel is designed to evaluate the accomplishments of individual staff members in terms of mutually agreed upon performance objectives. Such objectives are identified by the P&S staff member and his/her department head to insure consistency with formally established department and division objectives and goals.

The appraisal program, with applicable forms and procedures, is designed to assist the professional- scientific staff member in assessing past performance and development of plans for future action in cooperation with and under the guidance of his/her department head. Included in such review and planning procedures is the development of objectives relating to both position performance and personal professional development.

C. Appraisal Proceedings

Performance appraisal proceedings call for review and planning procedures to be completed with each P&S staff member no later than thirty (30) days prior to the date the designated review period is to be concluded in order to permit defined objectives and goals to develop in a consistent manner at department and division levels.

Performance evaluation proceedings are conducted annually; however, a more frequent assessment of performance may be arranged as required with a position reclassification, reassignment, promotion or demotion. A staff member may also request from his/her department head a performance evaluation at any time. At a designated time the department head and staff member separately appraise performance with respect to cooperatively established and mutually agreed upon objectives. Such performance reviews completed with specifically developed materials (Self Appraisal and Performance Appraisal forms) are designed to prepare appraisal program participants for a constructive discussion of their independent finds during the joint performance appraisal interview. During the appraisal interview, participants review and discuss the finding evidenced with prepared assessment materials; reach a common agreement as to objectives realized and define goals yet to be attained. Primary considerations during such interviews include:

  • Existing understandings with respect to position duties and responsibilities.

  • The extent to which job performance and professional development objectives have been realized during the service period under review.

  • Job performance goals and professional self-development plans for the ensuing period.

  • Development of a precise statement concerning performance objectives and self development plans so that participants are fully knowledgeable as to when goals are to be accomplished.

The Performance Appraisal report form is, following the interview, completed with copies retained by the staff member and department head. During the ensuing review period, planning outlined with the appraisal form is used as a reference with review of performance goals and follow-up sessions between the department head and staff member. Timing for follow-up sessions during a review period depends in part upon the service period, learning time required for proficiency, nature and extent of duty assignments, level of performance, etc. Performance plans are employed throughout the review period as well as at the conclusion to compare accomplishments with objectives. It is on the basis of service scheduled/rendered, performance demonstrated, skills developed, experience, judgment, etc., evidenced with position service that merit salary allowances are awarded.

Human Resource Services, approved 2012

President’s Cabinet, approved January 7, 2013