The performance evaluation process is designed to be supportive and constructive and to improve both personal performance and library service. It assists the employee and supervisor in identifying strengths and weaknesses in job performance, and it establishes goals to meet the needs of the individual and achieve the library’s mission.
1. Supervisor communicates with his/her staff about the performance evaluation process and sets a date for the return of the performance evaluations.
2. Supervisor fills out Section I and Employee fills out Section II simultaneously.
3. Supervisor and employee meet to discuss the performance evaluation and set appropriate goals for the employee to achieve in the coming year. Training and development opportunities are identified, if necessary, to meet the stated goals. It is helpful for each party to draft goals prior to this meeting in order to facilitate the discussion.
4. Final goals are identified in Section III.
5. Supervisor combines earlier sections and fills out Section V with his/her summary.
6. Employee responds in Section VI if desired.
7. The signed originals go to the Assistant Deans who collect them for each of their areas. The Assistant Deans will submit them to the Library Office. Supervisors should make a copy for themselves and the employee.
8. All employees who were hired on or before January 1 of the current year should receive an annual performance review in the spring semester.
Annual Performance Review Tools
Click on the appropriate review tool to meet your needs:
CUL Review Tool A - for Librarians (L1-L4) and Curators
CUL Review Tool B - for Library Specialists, IT Specialists, and all other non-librarian positions
CUL Review Tool C - for Assistant Deans and Library Directors
CUL now uses the automated 90-day Review Process.
Please contact Bill Dworaczyk at 8-3140 with specific questions about CUL's review process.