Performance Reviews
Frequently Asked Questions

1. Who gets a review?

All exempt and non-exempt staff.

· What about new employees?
Employees with less than six months experience will not be reviewed in this particular process. They do receive a review during the 90-day orientation period.

· What about persons who have moved from one library job to another?
Persons who have transferred within the libraries should have a review. It should be done in consultation with the former supervisor.

2. What happens if I do not complete an evaluation on all my employees?
Employees pay increases may not be reflective of their performance as supervisor’s input will not be used.

The Performance Review is the basis for the allocation of merit. Supervisors must submit a review and will be evaluated on their application of the Review Process.

One of the criteria for exempt employees is Performance Management and this will be reflected in your own performance review. Performing evaluations is not optional.


3. When will my supervisor be expected to conduct my review?
This year, the reviews must be complete in the hands of Associate Directors no later than March 31.


4. How can I get a blank form? Is the review form on the WEB?
A blank review form can be found on the World Wide Web at http://www.nd.edu/~hr/orgconsultation/performance_review_process.shtml or from Kristi Flaherty’s office.



5. What if I have no idea what is really expected of me prior to the review?
Work with your supervisor to make certain that the expectations and goals for the review period are clearly defined.


6. Why does the form start with a discussion of the Position Description?
The Position Description helps the supervisor and the employee focus on what is required of the person in that position. It also provides a basis for discussion of any changes that may need to be reflected in the upcoming year. If the PD has changed significantly, contact your Human Resource Generalist.


7. What if I provide support to more than one person?
Your supervisor should invite input from individuals who regularly assign you work.

8. Who decides whether write-in criteria will be used, what they are, and when they are determined? What are some examples of write-in criteria?

Write-in criteria can be decided in a number of ways. For example, a manager may ask for input from his or her work group on relevant criteria or may decide what those could be on his/her own. Key to the use of write-in criteria is consistent application among like positions. Some examples of write-in criteria are leadership, creativity, flexibility, technical judgment, and empowerment.

What if certain criteria do not apply to me?
Most criteria will apply to the performance of all employees. However, a “Not Applicable” column is available should this not be the case. Again, consistency is necessary in using “NA” across like positions.

9. What if all of my employees are outstanding?
It would be unusual for all employees to be performing at the exact same level. However, there is no preconceived distribution pattern for ratings. Ratings should reflect an honest evaluation of performance.


10. Will the assigned overall rating affect my salary?
Yes, the performance review will impact salary decisions. The overall rating will influence salary decisions, but the exact relationship has not yet been defined.


11. What does a development plan mean?
As part of the performance review process, the supervisor and employee will determine developmental activities (such as special project assignments, reading materials or attending training) that will enhance specific skill areas for the upcoming review period. A development plan should be established for every employee regardless of their overall rating. Development opportunities can be explored with your supervisor, Human Resource Generalist, or mailings from the OIT or Human Resources.


12. What if I have employees who do not want to complete the self review?
Employees are not required to complete the self-review. However, supervisors should provide the opportunity for feedback during the review even if the employee has not written anything on the self-review.

If you have any other questions, please feel free to contact:
Jo Bessler, Organizational Development Librarian 1-6680