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It outlines how supervisors and employees use the review form for ongoing feedback and dialogue, ensuring standards and expectations are communicated. The document explains required goal setting for “Needs Improvement” ratings, connection to the position description and prior evaluation goals, and the roles involved. 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Two different supervisory signatures at two levels are required, with an exception allowing Deans to sign for the second signature as the Provost's designee.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},164204,1788150110,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":47,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":125,"read_time":76},24189269381491,"https://ap-avatar.wpscdn.com/avatar/160000cf11732dd8392?x-image-process=image/resize,m_fixed,w_180,h_180&k=1788146458752108895","Employee Performance Review\nEmployee Information\nRating\nAdditional ratings for personnel in a lead position.    Not Applicable   \u0003☐\u0004\nGoals and Performance Planning\nEmployee Development and Goals Plan\n(Goals for Performance Improvement required for any “Needs to Improve” rating)\nAdditional Comments\nVerification of Review\n\u000fEmployee performance should be rated based on the following definitions:\nExceptional\tExceptional job performance.  Uses creativity and analysis to improve services and methods. An innovator in the realization of University and department goals.\nExceed Expectations\tExceeds requirements of position, working independently and effectively, meets individual and department goals.\nSATISFACTORY\tMeets all requirements of the position, working with minimal supervision.\nNEEDS IMPROVEMENT\tEmployee has not yet demonstrated proficiency in all aspects of the job.   Immediate supervisors will work with employees on proficiency improvement plans.  Continued lack of improvement can lead to corrective action.\nPerformance Evaluation Forms\nThe performance evaluation form is an important tool that encourages continued dialogue between supervisor and employee.  It is important to use the correct form agreed upon by the bargaining unit covering the employee.  Below is a list of current forms for CSUEU staff.\nCSUEU Permanent and Probationary Employee Performance Evaluation Form\nPerformance Management System\nThe performance management system is an on-going and interconnected process designed to:\nLink individual contributions to organizational direction\nProvide a vehicle for on-going feedback and dialogue\nEnsure standards and expectations are communicated\nAcknowledge employee contributions and efforts\nPosition Description Connection\nThe position description and previous evaluation goals are the basis of the performance evaluation.  The position description sets the expectations for duties and responsibilities, prioritizes tasks, and should be reviewed/updated annually and attached to the performance evaluation.\nRoles: Who Does What?\nThe following provides an overview of performance evaluation roles.\nLead (Optional)\nA Lead may be in the same collective bargaining unit as the employee.\nA Lead may be asked to provide input to the performance evaluation.\nFor CSUEU employees, the lead may be present when the evaluator presents the evaluation to the employee.\nLead work direction involves organizing, scheduling, and assigning work; training and orienting employees; and providing input to employee selection and performance evaluations.\nEvaluator\nTypically, an MPP or the Chair.\nThe evaluator should not be in a collective bargaining unit, with the exception of department chairs and sergeants.\nAppropriate Administrator\nThe appropriate administrator must be an employee classified as an administrator, which is, by default, part of the CSU Management Personnel Program (MPP).\nThe appropriate administrator is a position to which the employee has accountability within the unit, department, school, college, or division.\nSupervisory Signature Authority\nTwo different signatures--two levels of supervisory signature authority--should occur on all performance evaluations, one of which must be an appropriate administrator.\nThis “one-over-one” approval process is designed to protect the University and its managers from unintended liability/compliance issues and to ensure accountability.\nException: For the second signature, Deans have been authorized to sign as the Provost's designee.","cbCaicQ6gLKLVxai","https://ap.wps.com/l/cbCaicQ6gLKLVxai","docx",94060,7,"English","# Employee Performance Review\n## Employee Information and Rating\n## Goals and Performance Planning\n## Employee Development and Goals Plan\n## Verification of Review\n## Performance Evaluation Forms and System Overview\n## Position Description Connection\n## Roles in Performance Evaluation\n## Supervisory Signature Authority","[{\"question\":\"What rating categories are used in the employee performance review?\",\"answer\":\"The form defines Exceptional, Exceed Expectations, Satisfactory, and Needs Improvement, each with specific performance expectations and implications.\"},{\"question\":\"What additional planning is required for a “Needs Improvement” rating?\",\"answer\":\"A Goals for Performance Improvement plan is required, and immediate supervisors work with employees on proficiency improvement before continued lack of improvement may lead to corrective action.\"},{\"question\":\"Who can serve as the evaluator and what signature steps are required?\",\"answer\":\"Typically the evaluator is an MPP or the Chair and must not be in a collective bargaining unit except for certain roles. Two different supervisory signatures at two levels are required, with an exception allowing Deans to sign for the second signature as the Provost's designee.\"}]","Employee Performance Review | DOCX"]