ÌÇÐÄ´«Ã½

(Approved by USM BOR on April 21, 2017; ÌÇÐÄ´«Ã½ President on July 1, 2017)

1. Purpose and Applicability

   The policy for annual Performance Evaluation of employees of the ÌÇÐÄ´«Ã½ (ÌÇÐÄ´«Ã½) applies to all Nonexempt, Exempt and Overseas Staff employees on Regular, Contingent II and III Status. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable ÌÇÐÄ´«Ã½ HR Policies; where there is a conflict between the two, the MOU shall prevail.

2. Evaluation Methodology and Instrument

   1. ÌÇÐÄ´«Ã½ requires the use of a Performance Management Program (PMP) designed and maintained by ÌÇÐÄ´«Ã½.

   2. The PMP is expected to provide a method and forms to evaluate employee performance in a manner that is individually tailored to the position and consistent within the organizational culture and policy of ÌÇÐÄ´«Ã½.

   3. The Performance Management Program involves:

      1. A dialogue focused on establishing expectations between the supervisor and the employee at the beginning of the rating period or upon hire;

      2. Continuous communication and feedback throughout the year, ideally on a quarterly basis, but at a minimum on an annual basis; and

      3. A discussion between the supervisor and the employee at the end of the rating period on achievements, ongoing development needs and methods for improvement.

   4. It shall be the responsibility of the CHRO or designee to periodically review and modify as necessary the PMP and to keep employees apprised of any amendments thereto that may be made from time to time.

3. Administration

   1. Employees shall receive a performance review at least once every 12 months.

   2. Evaluation ratings for the past year and discussions of expectations for the coming year must be completed by the end of the review cycle designated by ÌÇÐÄ´«Ã½ each year.

   3. Initial discussion of expectations and performance reviews may be conducted more frequently when appropriate.

   4. Employees shall be informed at the beginning of the performance review period, or upon hire, of the objectives and factors on which their performance shall be evaluated.

   5. In the event that a ÌÇÐÄ´«Ã½ supervisor fails to complete an evaluation for an employee by ÌÇÐÄ´«Ã½'s deadline, that employee shall be considered to have met standards for purposes of merit pay.

   6. At times when ÌÇÐÄ´«Ã½ has the funds to provide a merit increase, employees must receive at least a satisfactory performance rating and/or be in good standing on their performance evaluation in order to be awarded the increase.

Implementation Procedures 

The ÌÇÐÄ´«Ã½ President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ÌÇÐÄ´«Ã½ community; and to post the policy and any applicable procedures on the ÌÇÐÄ´«Ã½ website.

Replacement for: 

• USM BOR VII-5.20: Policy on the Performance Management Program

• ÌÇÐÄ´«Ã½ OS 10.00: Policy on Performance Appraisal