Beginning June 30, 2021, Human Resource Services will adopt the following evaluation procedure that applies to all full- or part-time Supportive Professional Staff (SPS) members, regardless of the fund source or appointment type. Since performance evaluations are based on duties and responsibilities contained in the position description, supervisors and employees must periodically review the accuracy of position descriptions, updating them as needed.
Job performance shall be evaluated through an individualized process designed to meet the following criteria:
- clarify the employee’s duties and responsibilities as stated in the position description;
- provide the employee with an understanding of performance expectations with respect to those duties and responsibilities;
- provide for regular communication between employee and supervisor regarding the employee’s performance;
- enable the employee to be recognized for achievements and improvements in job performance; and
- provide motivation and facilitation for professional development.
Guidelines for SPS Performance Evaluation Program
- Performance evaluations are conducted on an annual basis.
- Supervisors will evaluate each SPS employee’s performance from the period of July 1 to June 30 annually.
- Evaluations are required for all employees if they are still employed as of the evaluation due date (October 31). If they leave the university before the due date, then no annual evaluation is required.
- If SPS employees are transitioning to Civil Service positions, supervisors are expected to complete a SPS evaluation prior to the employee’s transition. After the employee has transitioned to Civil Service, the supervisor will then follow the civil service evaluation forms and procedures.
- The supervisor(s) who directly supervised the employee during the evaluation period should conduct the conference. The evaluation may contain input from others, including the supervisor’s supervisor, and may also contain self-evaluated feedback from the employee.
- Following the conference, the employee and supervisor should sign the Supportive Professional Staff Annual Evaluation Certification, documenting that the conference and evaluation have taken place. Any evaluation document used during the conference with the employee, along with the signed certification, must be sent to Human Resource Services and will be made part of the employee’s permanent personnel file.
- The final evaluation document, along with the signed certification, must be sent to Human Resources no later October 31 of each year.
- University-wide exceptions to this deadline must be reviewed and approved by the President or the Chief Human Resource Officer or their designee and must be communicated broadly to campus in a timely manner. Divisions or departmental supervisors needing exceptions or extensions to the annual performance evaluation timeline or deadline must seek approval from the Vice President of Human Resources or their designee.
Questions regarding this procedure can be directed to HumanResources@niu.edu.
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