Policy Number: 25

Performance Management and Appraisal

Subject:

Performance management and annual appraisal

Scope:

All employees except student appointees

Date Reviewed: March 2008

Responsible Office: Human Resources and Academic and Research Affairs

Responsible Executive: Vice President and Chief Human Resources Officer; Executive Vice President for Academic and Research Affairs

I.     POLICY AND GENERAL STATEMENT

Performance management is an on-going process consisting of managers’ regular feedback to employees and an annual performance appraisal. The goals of performance management and appraisals are to assist employees in aligning individual goals with institutional goals, guide employees to focus behavior on key actions that will affect institutional outcomes, provide continual communication and support, and foster a discussion of development opportunities.

All non-probationary employees of The University of Texas Health Science Center at Houston ("university"), regardless of classification and appointment time, must receive annual performance appraisals. Persons employed in positions that require student status as a condition of employment do not receive performance reviews; these job positions include Graduate Research Assistants, Graduate Assistants, Student Assistants and Tutors.

The annual performance appraisal will be used for the improvement of performance, promotion consideration and merit salary review. This appraisal will further provide an opportunity for employees to work with their supervisors to receive guidance regarding performance planning, coaching, reviewing and rewarding (where appropriate).

II.     PROCEDURE

All personnel will be appraised using approved performance appraisal forms and processes. Modifications to the approved tools for classified and management administrative and professional employees must be approved by Human Resources to ensure consistency and compliance. The approved evaluation tools available are located within the Human Resources Web site. The original appraisal result is to be maintained within the department file while a copy should be provided to the employee.

Faculty are reviewed according to a specific method and schedule described in HOOP Policy 111 Faculty Review.

All performance appraisals must be job related and completed without regard for race, color, religion, sex, sexual orientation, national origin, age, disability or veteran status. Performance appraisals must be objective-based with measurable objectives and goals. Objectives requiring compliance with university policies, procedures and work rules must be included in all appraisal tools. All appraisals must comply with equal opportunity criteria. Questions regarding the appropriateness of classified and management administrative & professional appraisals should be referred to Human Resources - Employee Relations. Questions regarding faculty and academic administrative and professional appraisals should be referred to the Office of Academic and Research Affairs.

Documentation justifying each overall performance rating should be completed and supported within the performance appraisal or employee's file. Requests for salary increases should be consistent with the most recent performance evaluation.

For information on performance planning, coaching, reviewing, and rewarding, refer to the Human Resources Web site, which provides information on training classes for all areas of the review process.

III.     CONTACTS

ContactTelephoneEmail/Web Address
Human Resources (classified and management administrative and professional) 713-500-3130 http://hr.uth.tmc.edu/Employee_Relations/employee_relations_staff.html
Office of Academic and Research Affairs (faculty and academic administrative and professional) 713-500-3062

http://www.uthouston.edu/evpara/personnel.htm

http://www.uthouston.edu/academics/