The start date of the annual SHRA performance cycle is April 1 through March 31. The start date of the annual EHRA Non-Faculty performance cycle is July 1 through June 30.

The performance plan is due for each employee within 60 days of the start of the performance cycle. The plan defines how well the employee needs to perform job duties in order to meet business needs. It also includes targeted individual goals and established institutional goals for the employee. For more information you may refer to the policies here:

Goals on the annual performance appraisal and the final overall rating is a three‐point scale (1-Not Meeting, 2-Meeting, and 3-Exceeding Expectations). This applies to both SHRA and EHRA Non-Faculty employee.

These are check-ins between supervisors and employees during the performance cycle that occur as often as necessary.

There are several types of off-cycle reviews. In ePerformance these will correlate to:

• Probationary Review Plan (Required)
• Interim reviews are completed near the middle of the cylce (October).
• Probationary reviews are completed quarterly (recommended July, October, January, April).
• Off Cycle Review Plan
• Transfer reviews are completed when a supervisor or employee transfers to another position.
• Employee-requested reviews can be completed anytime during the cycle. Supervisors may conduct additional off-cycle reviews as often as deemed necessary. The supervisor is expected to meet with the employee, review the employee’s progress on the institutional and individual goals on the performance plan, and provide the employee an opportunity to ask for any clarification of expectations. The supervisor documents the conversation (at least a paragraph summarizing the employee’s performance so far in the cycle) and both the supervisor and employee initial the review.

For more information please refer to the SHRA Performance Management Policy

Probationary reviews are used to assess progress and document areas needing improvement on a quarterly basis during the first 12 months of employment.

All permanent SHRA and EHRA non-faculty employees that have been in their roles for at least 6 months.

The next‐level supervisor’s role is to provide quality control to ensure that goals are being assigned appropriately, that performance expectations are consistent across employees, and that ratings are being assigned accurately and consistently across work units and across supervisors within the same organization. For SHRA employees the next‐level supervisor is required to review and approve both the performance plan and the annual appraisal of each employee in their work unit before these documents are issued to employees.

Yes, beginning with the 2018-2019 performance cycle, the annual appraisal will be fully be online via the SpartanTalent Suite

In ePerformance, within the employee’s review the position description is linked on the left hand side of the screen below the employee name.

No. The University has established five institutional goals that appear in the performance plans of every SHRA employee. There is an additional institutional goal for supervisors regarding their supervisory responsibilities. This goal must be removed for non-supervisors.

The supervision goal is designed primarily for those employees who supervise other permanent employees.

The total weight of goals is split evenly between the Institutional and Individual Goals and must equal 100% with no one goal being weighted less than 5%.

Yes. The University recommends that each employee have at least one development goal each performance cycle. For SHRA employees it is optional. For EHRA employees it is required.

In the event that there is an employee that has either moved from your department or is incorrectly assigned to you, please submit a ticket using the SpartanTalent Problem Form so that your issue can be prioritized and resolved as quickly as possible.

Yes. A closed task can be reopened by contacting HR at 336-334-5009.