Department: Library Administration

Annual Staff Performance Reviews

8 May 2009

Purpose: Library Administration has established these procedures to be in compliance with the Hourly and Staff Handbooks. Both Handbooks read: “These reviews and appraisals are intended to evaluate the employee’s performance, define mutually agreed upon goals, comment on the employee’s strengths, point out areas for improvement and development . . “

Overview: Staff performance reviews are to be done each spring. Supervisors are to complete a written evaluation, which is given to the employee. Supervisor and employee will discuss the written evaluation. After the discussion, the evaluation is signed and dated by both parties to indicate the discussion has taken place. The original signed copy is placed in the employee’s file in the Library Administration Office.

Required Knowledge/Skills: Word processing software.

Instructions for Supervisors

1. Make sure staff have a copy of the self-evaluation outline or can access it electronically.

2. Establish a deadline for them to complete their self-evaluations if one has not already been established by Library Administration.

3. Collect the staff self-evaluation documents and consult them when writing up the performance review. You may reference the employee’s self-evaluation in your document. See below for guidelines in completing the performance review.

4. Set up a time to discuss the staff member’s performance review.

5. Give the employee the written performance review at the time of the meeting. If the employee’s self-evaluation is referenced in the written performance review, make sure a copy of the self-evaluation is attached. You may allow the employee to read the performance review first and then discuss it, or you may read and discuss it together. You may make hand-written notes, changes or amendments on the performance review during the meeting if appropriate.

6. Both you and the employee should sign and date the performance review at the end of the meeting.

7. Make a copy of the signed performance review and give it to the employee.

8. Give the original signed performance review to the Library Administrative Assistant in an envelope labeled “CONFIDENTIAL”.

Guidelines for Completing the Performance Review

Reflection on employee’s goals from previous year (1 paragraph)
Provide overall comments on the employee’s activities for the last year. Describe any changes made to the employee’s workload during the year, especially if these changes resulted in goals set last year not being accomplished or if new goals were established because of the changes. Highlight any noteworthy achievements. Note any disappointments.

Productivity and reliability
Assess the employee’s work performance. How well do they do their job? Can you rely upon them to perform their assigned duties fully and in a timely fashion? Note specific examples as appropriate.

Initiative, creativity and problem-solving
Assess the employee’s ability to take on new challenges, suggest improved ways of doing things and work out possible solutions to problems. What did they do this year to help the library or the University within the realm of their regular duties or beyond them? Note specific examples as appropriate.

Professional growth
Assess the employee’s professional growth. Can you perceive a greater depth of understanding of their work? Are they applying newly acquired knowledge or skills in a way that improves their job performance? Note specific examples as appropriate.

Teamwork and communication
Assess the employee’s ability to work well with others. Do they support other workers when the need arises? Do they communicate and share information appropriately. Note specific examples as appropriate.

Summary

Provide an overall assessment of the employee and their performance for the last year. Was it a good year for them or not? What are their strengths and where do you expect to see improvement?

Explain what you plan to do to support the employee and help make them more effective in their work.

Goals for next year:

1. Specific projects to complete next year.
List the most important projects you want the employee to work on during the next year. Establish specific targets so the employee may judge their progress. Keep this list to a reasonable, achievable number.

2. Performance and professional development goals for next year.
List the most important, specific things the employee should do to improve their performance. Keep this list to a reasonable, achievable number.

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