Performance Review

• Performance Review Overview
• Performance Review Timeline
• 2009 Performance Review Form
• 2010 Performance Review Form
• 2009 and 2010 Performance Review Information Sheet
• FAQs
• Contact Information

The Performance Review is not an event, but an ongoing process. It begins with the employee and supervisor working together to establish performance expectations for the year. Throughout the year, the employee receives support and feedback to improve and enhance performance. The process culminates when the year-end review is completed and successful performance is rewarded. Then it starts all over again.

Performance Reviews for calendar year 2009 are due to the Division of Human Resources by March 1, 2010.

The performance review model is comprised of 5 process elements:

• Plan
• Coach
• Review
• Reward
• Support

The current Performance Review Form is available in several formats: MS Word, Abobe PDF, and interactive under Forms then click on Career Management Forms. Please read the 2009 and 2010 Performance Review Information Sheet for more information.

Click here for the Schedule of Performance Review Information Sessions

Performance Review Timeline

Month	Tasks
November	Employee begins Performance Review self assessment
December	Employee completes Performance Review self assessment
January	Supervisor reviews and provides input in the Performance Review and begins the performance discussion
February	Supervisor complete the Performance Reviews and submits to the Division of Human Resources
March	All Performance Reviews are due March 1, 2010 for the 2009 calendar year

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Frequenty Asked Questions

Purpose and Guidelines in Developing Effective Performance Reviews

• Who should receive copies of the Performance Review Form?
• What if a new job duty is given to the employee during the year, which was not assigned when the Performance Review Form was initially completed?
• If the immediate supervisor leaves the job during the year, who will rate the employee's performance at the end of the year?
• What if an employee is promoted during the year?
• If an employee changes jobs in the University, how does that affect the Performance Review? What if it is the same title but a different department? A different job title?
• Can performance standards differ for two employees who have the same job duties?
• What is the relationship between Performance Review and Performance Management?
• How can this evaluation help streamline work and make the department/unit more efficient?
• How do I conduct a difficult evaluation?
• What should I do about employees who become belligerent during the annual performance evaluation?

Expectations Around Goal Setting and University Values

• How is the completed evaluation form used?
• What if I have never set goals for my employees? Can I give employees a written performance review?
• How can I review my employees on values?

Employee/Supervisor Responsibilities

• What will an employee be held responsible for in the evaluation process? That is, will an employee be required to do the main job duties listed on the Performance Review Form or will s/he be responsible for all job duties included in the job description?
• My supervisor does not have time to give us all performance reviews. What do I do?
• Can a supervisor be exempted from turning in performance reviews if extenuating circumstances in the department made it difficult to do them on time?
• What if employees are supervised by faculty members who are not familiar with the performance review system and state they do not have time to take the training?
• Who should conduct the evaluation?

Disagreements with Performance Review

• When an employee refuses to participate in the Performance Review process, is the Performance Review Form for that employee valid?
• What is the procedure if an employee disagrees with the Performance Review?
• What do I do if the employee refuses to sign the Performance Review Form?

Union's Role in Performance Review Process

• How does this policy apply to employees in bargaining units?
• What if bargaining unit employees don't cooperate with the performance review process because they know their increases are based on their contract?
• Does a union representative have a right to be present at a performance review discussion?
• Can a bargaining unit employee file a grievance over a performance review?

Self Assessments

• What is the purpose of the self-assessment? Is the self-assessment required?

Ratings

• Isn't a formal evaluation pretty pointless for truly outstanding employees?
• Can an employee receive an overall rating of Unsatisfactory during the annual review if he/she did not know about it during the year?
• If an employee receives a Needs Improvement or Unsatisfactory Overall Rating, is he/she eligible for a salary increase?
• Can an employee meet all the job expectations listed on the Performance Review Form and still receive an Unsatisfactory Overall rating?

Performance Review with Relation to Salaries

• Will the results of the Performance Review affect salary?
• Can I give merit pay to employees when a performance review was not conducted?
• What happens in a year when there is no money for salary increases? Do we still do a performance review?

Timelines

• How many times will an employee be formally evaluated within a 12-month period?
• What is the time period for performance review?
• When does the process begin for a new employee?
• What happens if I don't turn in evaluations for my staff?
• My department is on an academic schedule and our goals are set on an academic year cycle. How do I evaluate individuals on a calendar year when the goals are on a different cycle?

University Required Training

• Why did UNM add Section 3 to the performance review form?
• How do my employees know what training they need?
• Where can employees review available UNM training classes?
• Whose responsibility is it to know what training is needed?
• Can a leader make suggestions for training that helps build business or soft skills based on an employee's performance?

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Contact Information

Employee & Organizational Development (EOD),(505) 277-1555, offers several Performance Review workshops to assist staff and managers/supervisors with the Performance Review process. If you have questions, please check the Performance Review FAQs.

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© The University of New Mexico Human Resources, Albuquerque, NM 87131, (505) 277-6947

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