Performance Appraisal For Officers: The Policy
- All officers of administration should receive written feedback about their performance at least once per year.
- 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.
- 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.
- 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.
- 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.
- Please contact Employment and HR Client Services at (212) 870-2425 for any assistance you may need.
- 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.