As previously announced, the former July 1 – June 30 merit cycle is discontinued and has been replaced to align with the budget cycle, September 1 – August 31. The bi-annual evaluation cycles will now take place in September and March.
Staff performance evaluations are an important part of employment at Clarkson University. The process is not just about completing a form; it is about managers and employees making the most of an opportunity to engage in high quality discussions about performance, development, and goals.
Although performance evaluations are encouraged to be a multi- step process, Human Resources must ensure that staff performance evaluations are completed bi-annually.
Performance evaluations engage supervisors and employees to discuss expectations and provide coaching and support to align individual goals with their departments and the University.
People are at the core of Clarkson University, the ultimate goal is that, at the end of the process, each employee will know where she or he stands and will receive guidance toward future success. The university wishes to ensure that all regular staff university employees benefit from effective, appropriate and regular evaluation by their immediate supervisors. This process should facilitate two-way communication between managers and employees, resulting in employees understanding their roles at the University, what is required, when it is required, and how the employee’s contribution measures up.
Job Duties and Job Competencies
Performance is based on two factors – job duties and job competencies. Both are critical to long-term employee effectiveness.
- Job Duties – WHAT the employee is hired to do
- Job Competencies – HOW effectively the employee completes the job duties.
Goal Setting, Performance Phase, and Review Evaluation
There are three parts to performance evaluation:
- Discuss job duties, competencies and establish performance period goals.
- Meet and document mid-cycle conversations between supervisor and employee on goals and competencies.
- Assess performance and achievements.
Performance Evaluation Timeline
Staff evaluations are to be completed no later than September 30, 2022. Supervisors are responsible for ensuring evaluations are completed for their team members. It is CU’s goal that 100% of staff members receive an annual performance review.
September 1 – September 22, 2022
Employee will complete and submit their self –evaluation. Self-assessments can be submitted anytime within this timeframe. (PeopleSoft HR 9.2 under Navigator – Self Service – CU Employee Evaluation – Employee Evaluation Form).
September 9, 2022 – September 28, 2022
Supervisor will complete the evaluation and position description review and hold the evaluation meeting with the employee. All reviews with managers must be completed and submitted no later than September 28, 2022.
Note: The Managers timeframe overlaps with the employee’s completion and submission dates due to potential submissions from the employee’s in week one of their self- appraisal period.
September 30, 2022
All performance appraisals are due to Human Resources. September 30, 2022, is a hard deadline for Human Resources to receive preliminary performance ratings for all staff.
If you have any questions regarding the appraisal process or need further assistance please contact Human Resources at clarksonhr@clarkson.edu.
