Human Resources Administrative Practice Manual
|Official Title||Policy on Performance Evaluation|
|Abbreviated Title||Performance Evaluation|
|Responsible Office||Human Resources|
Each institution of the University System of Georgia shall establish a system of performance evaluation for all classified employees. This system of performance evaluation shall be for the purpose of career development and merit pay increase recommendation. All classified employees shall be evaluated by the supervisor in a systematic manner at specified time intervals, but in no case less than once each year. An employee in his or her provisional period should be evaluated at least once prior to the completion of the provisional period.
Reason for Policy
To establish a system for assessing and improving the work performance of employees and to provide guidelines for the administration of this system while also affording the appropriate level of flexibility needed at the institutional level.
Entities Affected By This Policy
All units of the University System of Georgia are covered by this policy.
Who Should Read This Policy
All Human Resources personnel within the University System of Georgia should be aware of this policy.
|Office of Human Resourcesfirstname.lastname@example.org|
|Institution Chief Human Resources Officers||See University System HR Officer Listing at http://www.usg.edu/hr/officers/|
Website Address for This Policy
These definitions apply to these terms as they are used in this policy:
Board of Regents: The governing body of the University System of Georgia
Provisional Period: The first six (6) months of an individual’s employment with the University System of Georgia in a regular, benefits eligible position.
The University System supports a performance management process that is consistent and continuous, and emphasizes communication between supervisors and employees. Supervisors are expected to assess and ensure optimal employee performance, document acceptable and unacceptable performance, and to improve performance that is below standards or below an employee’s capabilities. Critical to meeting this expectation are regular evaluations of an employee’s progress, accurate documentation of that progress, and regular communications with the employee.
Each institution shall establish procedures to implement this policy.
The responsibilities each party has in connection with this policy are:
|Vice Chancellor for Human Resources, USG||Provide guidance to institutional Chief Human Resources Officers on effective performance evaluation systems and instruments; monitor compliance with policy.|
|Institution Chief Human Resources Officers||Each institution shall establish and maintain an adequate procedure for implementing this policy; ensure institutional compliance.|