Chapter IV: Performance Evaluation

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4.01 Performance Review

Every academic staff member shall be reviewed annually. Academic staff have a right to be informed at the beginning of the evaluation period regarding the criteria used for evaluation. Academic staff have a right to be informed of the evaluation and salary recommendation at every level of review. An academic staff member who does not concur with any of the evaluations/recommendations may attach a self-evaluation and supporting documentation to the performance evaluation form. Academic staff also must be given a copy of their completed evaluation form.

4.02 Academic Staff Performance Evaluation Form

Developed by the Personnel Commission and approved by the Academic Staff Senate and the Chancellor, this form will be used to evaluate each staff member. Evaluation forms will be distributed to each supervisor and will also be available through theHuman Resources Office. This form requires that goals and objectives be established each year at the beginning of the evaluation period. Once approved by the supervisor, these goals and objectives, along with job duties outlined in the position description, become the basis for the annual review.

4.03 Goal-Setting Conference

At the beginning of the evaluation period, the academic staff member and supervisor will set goals for the four areas listed as performance criteria on the Academic Staff Performance Evaluation Form: effectiveness in assigned duties, scholarly and professional activity, professional university service, and community service. Each area must be assigned a percentage weight so that the sum total equals 100 percent. The Personnel Commission recommends that 70 percent be the minimum percent weight assigned to effectiveness in assigned duties. The academic staff member and supervisor should sign a statement that they have discussed the goals and the percentage weights. The supervisor will provide the academic staff member with a final copy of the goals and objectives and percentage weights discussed during the goal-setting conference.

4.04 Annual Review Conference

An annual evaluation conference is to be held between the academic staff member and the immediate supervisor. Advance notification must be given to the academic staff member to allow time to prepare for the evaluation. A copy of the completed evaluation form is to be given to the academic staff member within ten (10) working days of the review conference. The original form with goals and supporting material attached should be sent to the next level of supervisory review. For instructional academic staff, this should also include the results of student evaluations.

4.05 Changes or Additions to the Performance Evaluation

Supervisors at subsequent levels who add comments and/or make changes to the academic staff member's salary recommendation may do so in the space provided but must send a copy to the academic staff member.

4.06 Academic Staff Member's Right to Disagree with Evaluation

Any staff member who does not concur with any of the evaluations/recommendations is encouraged to submit a self-evaluation and supporting documentation to the supervisor within five (5) working days of receipt of the written evaluation. The supervisor's evaluation and the employee's response shall be forwarded to the next level of supervisory review within ten (10) working days of receipt of the employee's response.

4.07 Academic Staff Evaluation File

After all signatures have been gathered, the Academic Staff Performance Evaluation Form will be placed in the employee's evaluation file, which is to be housed with the area head or dean, and a copy will be returned to the academic staff member.

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