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Policy Statement
Supervisors, or an interim in instances of supervisory absence, are required to conduct annual performance reviews with written documentation for each academic professional and academic administrative employee who reports to them, providing an accessible version of the documentation to the employee if needed. Beyond this singular event, regular performance feedback should be provided throughout the year that recognizes performance excellence and addresses areas needing improvement. As part of performance management, supervisors are also expected to work with the employee in developing a plan for addressing the employee's professional development goals and needs and align performance expectations and goals around any unit priorities.
Periodic comprehensive or developmental reviews are an important complement to annual reviews, supporting ongoing growth and alignment between leaders and their supervisors. These reviews are required for senior leaders, encouraged for higher-level leader positions, and beneficial for leaders at all levels. Supervisors should ensure consistency in how reviews are aligned with factors such as career stage, expressed goals, and timing across their direct reports. 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, instructional academic professionals, and individuals whose primary appointment is "without Salary". For performance review requirements for these roles, refer to the relevant document under Related Information.
Delivery Format and Procedures
Each unit should use the University’s performance management practices and procedures to support goal-setting, ongoing feedback, and performance reviews. In the absence of University-wide criteria, the responsible authority determines the appropriate practices and procedures.
Evaluations include competencies as part of the performance standards. Employees provide input to their supervisor regarding their performance and may prepare, if desired, a written response to the supervisor’s evaluation. Refer to the Administrative 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 Administrative Policy: Academic Appointments with Teaching Functions and the applicable Collegiate Personnel Plan. For related performance review requirements for Professionals-in-Training employees, refer to guidelines from the specific training program or unit.
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.
Reason for Policy
This policy implements Board of Regents Policy: Employee Performance Evaluation and Development. The University of Minnesota is committed to performance management practices 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.