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Human Resources

Professional and Salaried Staff Performance Appraisal

Section: Human Resources Policies
Policy Name: Professional and Salaried Staff Performance Appraisal
Policy Owner: Executive Vice President
Responsible University Office: Office of Human Resources
Origination Date: 1997
Legacy Policy Number: 4-55

    The University of Delaware recognizes that the achievement of the institutional mission of providing quality teaching and service is made possible only through the combined efforts of all employees. A basic management objective at the University is to acknowledge meritorious performance through appropriate reward and recognition. The University supports a positive approach in assisting employees to assess their strengths and weaknesses for the purpose of maximizing their performance and furthering professional growth. Performance appraisals are an inherent part of the process by which management can accomplish these objectives. The appraisals provide management with information useful in merit salary determinations and at the same time provide the opportunity for constructive evaluation and discussion of employee weaknesses and strengths. In addition, performance appraisals supply management with useful information for making decisions concerning promotions and other personnel actions. Performance appraisals at the University will be conducted in accordance with the following specifications:

    1. The written document will contain the following information:
      1. Confirmation and updating of specific job responsibilities
      2. Management expectations of performance standards for the employee. (The employee will be furnished the opportunity to respond to the supervisor’s evaluation and to make a written comment on the form if he or she so wishes.) The evaluation will afford a formal occasion for the supervisor to discuss with the employee his or her performance. In this discussion, the manager will communicate to the employee the quality of work rendered by the employee. This will include positive comments, if appropriate, as well as areas of deficiency and specific suggestions for improvement and recommended steps for growth.

In the preparation of performance appraisals, it is the supervisor’s responsibility to ensure that appraisals are conducted with each employee at the appropriate time. In order for the process to benefit the employee and the University, the supervisor must strive for fairness, objectivity and consistency in reviewing all supervised employees. The administrative officer (Dean, Director, Chairperson, etc.) for the department or unit will have overall responsibility to ensure that evaluations are conducted appropriately.