1. All officers of administration should receive written feedback about their performance at least once per year.

2. Departments and schools can select the approach and appraisal tool that best meets their needs. The selected format will provide for a comparison of actual performance with established expectations.

3. Information contained in a performance evaluation is personal and must be treated with great sensitivity. Written evaluations will be maintained confidentially in the schools and departments.

4. Employees who disagree with their evaluation may express their comments in writing. These comments will accompany their supervisor's evaluation of them in department files.

5. The Department of Human Resources will provide on-going support in the development and implementation of performance appraisal through the provision of: sample appraisal forms; general training offered to all faculty and administrators; customized presentations at the request of departments/schools; individual coaching on design and implementation, as well as on the completion of individual forms.

6. Please contact HR Client Services by calling (212) 870-2403 if you have any questions.

7. Each department and school should select and implement a process so that they will be able to complete their evaluations before determinations about salary increases are made for the new fiscal year. Salary rosters, which are distributed in mid-May, will ask that you confirm completion of the evaluations.