Responsible administrators/supervisors are required to conduct annual performance reviews with written documentation for each academic professional and academic administrative employee who reports to them. Beyond this singular event, regular performance feedback is to be provided throughout the year that recognizes performance excellence and addresses areas needing improvement. As part of performance management, responsible administrators/supervisors are also expected to work with the employee in developing a plan for addressing the employee's professional development needs and interests.
Periodic comprehensive or developmental reviews, in addition to annual reviews, are required for senior leaders, encouraged for those in higher-level leader positions, and are optional for others at the discretion of the responsible administrator/supervisor. Refer to Appendix: Types of Performance Reviews for Academic Professional and Administrative Employees for a more detailed description of each type of review.
Excluded from coverage under this policy are professionals-in-training and individuals whose primary appointment is "without Salary".
Delivery Format and Procedures
The senior leader of each campus, college, or administrative unit determines the unit specific delivery format and procedures for annual performance reviews. Criteria for these reviews will vary according to the nature of the position and the unit in which it is located. A key aspect of this process is the relationship of the responsible administrator/supervisor and the employee, paired with the recognized value and importance of shared responsibility between the two individuals. Refer to the procedure, Conducting Annual Performance Reviews of Academic Professional and Administrative Employees for further guidance.
For related performance review requirements for instructional or probationary (H) academic professional employees and collegiate departmental chairs or heads, refer to the relevant document under Related Information.
Participation in Decisions with Regard to Performance Reviews
University employees are prohibited from participating in evaluating performance of another individual with whom they have a personal relationship, such as marital, familial or other committed relationship, as this would violate Board of Regents Policy: Nepotism and Personal Relationships (PDF).
Reason for Policy
This policy implements Board of Regents Policy: Employee Performance Evaluation and Development (PDF). The University of Minnesota is committed to a performance management system for academic professional and administrative (P&A) employees that is delivered in a manner that is appropriate to the nature of the work that recognizes and rewards exemplary performance, provides for the growth and development of the employee, and addresses substandard performance. It also serves as a basis for annual merit determinations.