There are two types of performance appraisal: the introductory period performance appraisal and the annual performance appraisal. Both use the Performance Appraisal Form (PAF), and are described below.
Introductory Period Performance Appraisal
DePaul’s performance appraisal process begins as soon as an employee starts their new job at the university. Employee job responsibilities and goals should be clarified as soon as possible from the start date. Ongoing discussions concerning the expectations, tasks, and performance should occur throughout the introductory period. A written performance appraisal must be completed prior to the conclusion of the six-month introductory period. New employees, rehired employees and transfers to full-time from part-time or student positions also participate in this process. The Introductory Period Policy states, in part:
Managers must conduct a performance appraisal prior to the completion of the introductory period. If a performance appraisal is not completed prior to the end of the introductory period, the employee will be considered to be in good (successful) standing as of the introductory period end date. If the completion of the six month introductory period coincides with the annual common review period, the six month introductory period performance appraisal will also serve as the annual performance appraisal.
If the introductory period appraisal would occur within a reasonable amount of time of the annual appraisal, the manager may elect to complete the annual appraisal only. The employee’s first annual appraisal would then also serve as his or her end of introductory period appraisal. Contact Human Resources at firstname.lastname@example.org if you have questions about the relationship between an introductory performance appraisal and an annual performance appraisal.
Annual Performance Appraisal
After the completion of the introductory period, employees participate in the annual performance appraisal process. Each year, all managers and employees engage in a written appraisal and discussion of the employee’s performance. Completed performance appraisals are submitted to the Office of Human Resources.