According to the policy established in April 2004, supervisors are required to complete performance appraisals for each administrator in their department. Department managers sign each completed form and forward it to the Office of Human Resources in room 861.
| 1. The Office of Human Resources distributes a letter to all individuals supervising administrative staff, notifying them about each administrator in the department and their status in the performance appraisal process. |
By May 22 |
| 2. Supervisors make appointments to meet with their administrators to discuss performance appraisals. Supervisors provide employees with a copy of last year’s document, preferably in an electronic format. Supervisors should ask employees to prepare for the appraisal by completing a self-assessment on the appraisal document. |
Early June |
| 3. Supervisors prepare for the meeting by reviewing last year’s appraisal documents and rating the individual based on the previously set standards. Supervisors should note specific examples when giving employees a rating of “Exceptional” or “Unsatisfactory.” |
By Mid-June |
| 4. At this same time, supervisors create performance expectations and development opportunities for the year ahead. Administrators may download blank appraisal documents at http:/www.roosevelt.edu/hr/appraisal/. We recommend that supervisors complete this document electronically after saving the document as a Word file. |
By Mid-June |
| 5. Supervisors meet with administrative staff to discuss the individual’s performance appraisal for the year ending May 2009 and set expectations for the year ahead. Both supervisors and employees may add comments on the last page of the document during the meeting. Once the meeting is completed, the department manager must sign both documents before forwarding to the Office of Human Resources. |
Mid- to Late June |
| Original documents are sent to the Office of Human Resources, with copies going to supervisors and employees. |
By June 30 |
Schedule
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