Performance Appraisal-Regular Classified Employees
Policy
Georgia State University supports a consistent, continuous and communicated performance management process. As required by Board of Regents policy, a formal, written performance evaluation is to be completed at least once every fiscal year. The performance evaluation must include an evaluation of the employee's adjustment, capability, productivity, efficiency, and potential for departmental and institutional development. Merit-based compensation should be based upon performance as measured by the performance evaluation instrument.
Procedure
Work Expectations
Supervisors are required to provide employees with a job description, related performance expectations, and a copy of the evaluation instrument. The job description should be reviewed with the employee to ensure that it accurately reflects current responsibilities and expectations. A narrative evaluation or a standard form may be used by the evaluator in evaluating his/her direct subordinates as long as it includes an evaluation of the categories listed above.
Interim Appraisals
Supervisors are encouraged to conduct at least one interim performance appraisal during the appraisal period. This appraisal does not have to be formal, but should provide feedback to recognize and re-enforce positive performance, to identify areas needing improvement, and to develop an improvement plan, when necessary.
Performance Appraisals
The job performance of each University staff member must be appraised:
- Once during provisional period for new University employees. Recommended: After completing one, three and five months of service.
- Once a year for continuing employees.
- Within the final month of any probationary period.
Human Resources will distribute appraisal forms to supervisors in January of each year. Completed appraisals, signed by two levels of supervision (immediate and secondary) and the employee, are to be submitted to the Assistant Vice President, Office of Human Resources, between February 1 and March 15. No fiscal year salary increase will be accepted for supervisors whose subordinates' performance evaluations have not been received by Human Resources