Performance Evaluation Quick Facts 

Annual Performance Evaluation Quick Facts:

Staff Evaluation Period: Feb. 1, 2022 - Jan. 31, 2023

Staff employees complete Self-Evaluation Form: Feb. 1, 2023- Feb. 9, 2023

Supervisors write employee Performance Evaluations: Feb. 10, 2023 - Feb. 23, 2023

Supervisors conduct Performance Review Meetings: Feb. 24, 2023 - March 10, 2023

Next level signature on exempt-level evaluations: March 13, 2023 - March 16, 2023

Completed Performance Evaluations due to HR: March 17, 2023

----------------------------------------------RATINGS---------------------------------------

Each category on the Exempt and Non-exempt performance evaluations will receive a rating ranging from 1 (Unsatisfactory) through 5 (Far Exceeds Expectations). Employees should be provided written feedback in each category, regardless of rating; however, if an employee receives the minimum (1) or maximum (5) ratings in any category, that employee should be provided superfluous comments explaining why the rating was assigned. Keep in mind that a rating of 3 means that the employee is meeting all expectations and should be considered a positive rating! A rating of 3 does not mean average; it means the employee is meeting performance expectations.

See the attachment for examples.

------------------------------------TOOLS & BEST PRACTICES-----------------------------

Performance Evaluation Tools: Job Descriptions, Last Year’s Goals, and Self-Evaluations.

Goals: Should be S.M.A.R.T: Specific, Measurable, Achievable, Results-Focused, and Time-Bound

Best Practices:

• Focus on strengths and areas for development
• Provide quality feedback, be specific and objective, and use examples.
• Do not factor in periods of approved leave of absences (e.g. FMLA, ADAAA, etc.)
• Do not reference illnesses, medical conditions, or statements pertaining to individuals in protected classes (e.g. religion, veteran status)

-----------------------------------REBUTTALS-------------------------------------------------

*The rebuttal process should only be followed if/when an employee disagrees with any rating.

1. Write a rebuttal
   • Include specific examples and/or supporting documentation
   • Submit to your supervisor
   • Will be filed with the performance evaluation in your personnel file
2. Does not guarantee a change in rating(s) - the supervisor has the final authority on performance ratings.
3. The Office of Human Resources is a resource for communication concerns and documentation (if needed).

Questions? Contact your supervisor or the Office of Human Resources at (478) 445-5596 or email employeerelations@gcsu.edu