Annual Evaluations
Performance evaluations provide another opportunity for communication between an employee and a supervisor. The written report helps the employee understand the supervisor’s expectations and how well he/she has met those expectations during the evaluation period. It is the formal written documentation of the less formal feedback (both oral and written) between the supervisor and the employee throughout the evaluation period.
The By-laws of the Board of Regents of the University of Nebraska stipulates that all employees will receive a performance evaluation at least annually. Managerial/Professional and office/service employees receive their first evaluation approximately 180 days after hire, at the end of their initial probationary period. After this period, Managerial/Professional, Office/Service and Non-Academic Administrative employees are evaluated each year during the Spring Semester, based on timelines communicated by Human Resources.
Evaluation Process
The evaluation cycle typically opens in March and concludes in May of each year. The evaluation should cover and take into consideration the performance and behavior exhibited during the preceding calendar year (example: evaluations completed in April of 2024 assessed the performance during January to December of 2023).
At the beginning of each evaluation cycle, each employee is asked to complete a self-appraisal, using the same form and rating system that the immediate supervisor will use. The form is then forwarded electronically to the immediate supervisor, who will rate and review the employee on the same criteria.
After completing the written report, the immediate supervisor and the employee will discuss the contents of the evaluation. The discussion should provide the employee with an opportunity to ask questions, clarify information, express concerns, etc.
The employee will then be asked to make their comments on the form and sign the document electronically. The employee’s signature does not mean they necessarily agree with the report; the signature means that the employee is aware of the contents of the report. If an employee feels they were evaluated unfairly, they are welcome to prepare a written rebuttal and submit any supporting documentation to Human Resources. Any documentation and comments will be placed with the evaluation in the employee’s personnel file in the Human Resources Office.
If an employee feels that their supervisor has violated University policy in completion of the evaluation process, they should contact the Human Resources Office. The written performance evaluation becomes a permanent part of the employee’s personnel file.
Supervisors are expected to complete evaluations in a timely manner. Evaluations may be used to decide any number of personnel actions including promotions, pay increases, terminations, etc. It is critical that the reports accurately reflect the employee’s job performance.