THE CAREER CENTER – POLICY AND PROCEDURE POLICY TITLE EFFECTIVE DATE Performance Appraisal July 1, 1999 POLICY MANUAL SECTION SECTION NUMBER Student Employment APPROVED BY PAGE 1 of 3 PURPOSE To establish performance appraisal procedures for student employees. SCOPE All student employees. POLICY A written introductory performance appraisal is required for all student employees at the completion of six months of service. After the six month introductory period, performance appraisals are conducted at least once per academic year and returned to Career Center Office. The effective date for all student employee merit increases should be at the 6 month anniversary date from their effective date and then annually from that date. Procedures for formal, written performance appraisals are outlined in this policy. Performance appraisals serve as a supplement to, not a replacement for, on-going feedback and are required at least one time a year. Performance appraisal objectives include: Setting goals, clarifying performance expectations and monitoring progress Motivating employees through recognition and support Identifying and preparing individuals for increased responsibility Providing formal, written performance feedback Developing employees Promoting an open dialogue between employees and managers. 2 PROCEDURE 1. The DePaul University, Career Center Student Employee Performance Appraisal Form is available to all employees on the Career Center / Student Employment website - http://www.depaul.edu/~semploy. It is stored as a file on the website that can be automatically opened to Microsoft Word on a personal computer for printing or completing electronically. (Note: all student employees of DePaul University are appraised using this form.) 2. The manager/reviewer in conjunction with the employee, fills in the Principal Responsibilities of the employee’s job (Section I, Column One, Page 2 of the performance appraisal form). Responsibilities should be limited to 10 (or less) major responsibilities or categories of responsibilities as outlined in the employee’s job description. 3. In conjunction with the employee, the manager also fills in the Projects and Objectives section of the performance appraisal form (Section II, Column One, Page 3). This section may contain up to five major projects or performance objectives previously agreed upon with the employee. It is optional, depending on position requirements. (Note: This section may not apply to many student positions.) 4. After Column One of Sections I and II are written, the employee completes a self-appraisal of his/her performance by filling in the appropriate employee rating columns on the performance appraisal form (Sections I - III) and providing supporting comments in Section IV, Page 6. In addition, the employee is encouraged to complete the Career Development and Feedback sections (V and VI) on Page 7 of the form. After completing his/her self- appraisal, the employee gives the performance appraisal form to his/her manager. 5. After receiving the employee’s self-appraisal, the manager/reviewer completes the appropriate sections of the appraisal form (Sections I - IV). 6. After the manager completes the performance appraisal form, he/she schedules an appointment with the employee to discuss the performance appraisal and plan for the next appraisal period. A minimum of one half hour should be allotted for this discussion. 7. During the performance appraisal discussion the manager and employee plan for the next review period by completing the Action Plan, sections A and B on Page 7 of the form. 8. At the conclusion of the performance appraisal discussion, the employee’s and manager’s ratings are transferred to the Appraisal Summary section on Page 1 of the appraisal form. The employee and manager/reviewer sign the first page of the form. Note: the employee and manager should keep a copy of the completed appraisal for their own records. 9. The original, signed performance appraisal form is returned to the Career Center. Any salary increases must be identified on a Student Employment Action Form that should accompany the Performance Appraisal. The University reserves the right to amend or discontinue any or all of the provisions of this policy. Decisions to modify or discontinue this policy shall be made by the President of the University. 3 11. The Career Center evaluates performance appraisal forms for completeness and appropriate authorized signatures. The Career Center then files the completed performance appraisal form in the employee’s personnel file. * See the attached DePaul University, The Career Center Student Employment Performance Appraisal form. The University reserves the right to amend or discontinue any or all of the provisions of this policy. Decisions to modify or discontinue this policy shall be made by the President of the University.