Streamlined Appraisal Process for 2020-2021 Cycle
In accordance with 5.02 Performance Appraisal, NAU staff are evaluated on an annual basis. The performance appraisal cycle for NAU Staff (classified service professional and post-doctoral scholars) is from July 1,2020 to June 30, 2021.
Recognizing that many employees and supervisors have been working in unique and challenging circumstances, needing to shift job tasks and goals, and adapting to new ways of working, NAU Human Resources will again follow a streamlined and informal approach for the 2020-2021 performance appraisal year:
- The focus will be on the performance discussion between the employee and their current supervisor.
- An optional streamlined discussion form can be used by supervisors to document a discussion about performance, accomplishments and goals.
- The completed document will be kept in the supervisor and/or department file – whichever form is used – not turned in to Human Resources.
- This should still be completed by the usual due date of September 30, 2021 in order to provide feedback to employees.
If you have already completed the regular form and submitted it to HR, and you did not retain a copy, please contact HR Performance Appraisals to request that.
If you have already completed the regular form and it has not been submitted to HR, no additional steps are needed other than to ensure your employee has a copy and you retain a copy in your files.
If your employee already provided you their self-appraisal, send them the optional streamlined discussion form and let them know you will be discussing it with them during your performance appraisal meeting. You can also attach the already completed self-appraisal form to your summary notes from the discussion.
If you are already in the process of completing the regular performance appraisal form, it is your choice to finalize the regular form or use the streamlined form to discuss performance and goals.
Best practice process with the streamlined discussion form: Accordion Closed
- Have both the supervisor and employee review the performance appraisal form’s questions and come to the meeting prepared to discuss the information.
- Supervisor makes notes and summarizes information on the form based upon the discussion.
- Supervisor sends copy of form to employee to review.
- If employee chooses, they can send back a separate document of any additional information they would like included with the final form (their notes from preparing for or documenting the discussion, more details about accomplishments or goals met, their perspective or clarification on something in the discussion or document, or etc.).
- Supervisor retains both their summary version and any document provided by employee in the supervisor file. (Departments that keep employee files at the department level can direct supervisors on what to submit to them.)
Best practice discussion guide: Accordion Closed
- Both supervisor and employee should come prepared to discuss the questions on the streamlined form.
- Remember that it is a conversation and be prepared to share information and listen to the other person’s information.
- Discuss the year in general, but also acknowledge that there may have been significant change in the work being done, how it is done, how it is prioritized, etc.
- If asking for change be clear about what and why. Be willing to offer assistance for that change.
- Talk about what is on the short term and long-term horizon for the employee and department goals.
Unique situations: Accordion Closed
- If your employee transferred to your supervision during the year,focus the discussion on the time they have been working for you. The employee may want to provide some more detail about accomplishments, goals met, etc. from the previous role in an additional document.
- If you have a newer employee, focus the discussion on the time they have been working for you and your expectations and goals moving forward.
- If you have a new service professional hired since 4/1/2021, you are not required to complete a performance appraisal during this cycle.
- If you have a new classified staff probationary employee, you will still follow the required six-month probationary due dates.
Probationary appraisals for new classified staff: Accordion Closed
- If you have completed and submitted a probationary performance appraisal to HR for an employee since 4/1/2021,there is nothing further you need for this performance appraisal cycle.
- If you have a classified staff probationary employee who still requires a performance appraisal,you can use the streamlined version or the regular version. Once the discussion has occurred, please send an email to HR Performance Appraisals with the employee’s name, the employee ID, and a brief message that they have completed their probation period and you are moving them from probationary status to regular status.
- If you have a classified staff probationary employee who you feel may not complete the probationary period due to performance issues or budget issues, you must contact Patsy Crofford – Employee Relations Analyst, Senior or HR Performance Appraisals to discuss your concerns well in advance of the end of the probationary period.