Purpose

The performance management process is an ongoing activity between employees and supervisors, and performance reviews are a critical piece of that process. Effective performance management supports a positive workplace culture by setting clear objectives and goals, which provide employees with direction, motivation and focus.  Additionally, the performance review provides opportunities for open communication and feedback regarding job expectations, development, growth, recognition, coaching and areas for improvement. Performance reviews, among other factors, may be used in determining merit salary increases.

Scope

Performance review requirements are currently in place for all employees. This policy applies to academic professionals and non-probationary civil service employees. Probationary employees participate in a separate review process required by Policy & Rules.

Authority

Illinois Human Resources

Policy

All employees are evaluated, in writing, at least once a year. Reviews may be customized to meet the needs of the unit. Units may develop and use an evaluation process that best meets their needs provided the process includes the required components listed below and the evaluation instrument is approved in advance by Labor & Employee Relations at Illinois Human Resources.  The required components of the review include:

Instrument

• A supervisor’s written evaluation of the employee’s overall current performance, including goals and accomplishments, growth and development, recognition and areas for improvement.

Process

• A discussion between supervisor and employee regarding the written evaluation. This may include an understanding of plans and goals for the coming year.
• A review of the major duties and responsibilities to ensure common understanding of the assigned job (e.g., a job description).
• A copy of the supervisor’s written and signed evaluation, together with employee acknowledgement and any written employee comments shall be provided to the employee and placed in the employee’s unit file. The employee’s signature does not signify agreement; only that the discussion was held.

In addition, in instances where employees are members of a bargaining unit, supervisors should consult the LER website for collective bargaining agreements for any additional performance review requirements.

The annual performance review process is a supervisor’s responsibility. However, even when a supervisor does not follow the performance review process, in whole or in part, it will not create a past practice or precedent, and the university will not be prevented from evaluating an employee’s past or current job performance and from taking employment action.

Exceptions

This policy excludes faculty appointments. Information regarding faculty reviews is contained in Provost Communication #21.

Contact

Any questions regarding this policy, its implementation, or the appropriateness of a particular review form or structure are directed to Labor and Employee Relations (217) 333-3105 or ihr-ler@illinois.edu.