Performance Appraisal Q & A
Each vice president is responsible for ensuring that all Officers of Administration in his/her area receive annual performance appraisals to provide feedback about their work performance and to form a basis for pay increase decisions and adjustments in portfolio and responsibilities. This evaluation process should specify the time lines and appraisal instruments to be used.
OA appraisal formats and processes vary from department to department depending on the nature of work performed and departmental or professional practices. The evaluation may include use of the evaluation criteria outlined for OAs in the UO Faculty Handbook, as well as additional performance criteria established in the position description. Some departments have created performance appraisal formats to meet specific professional or unit needs. In addition, three performance appraisal formats are available on the Human Resources website which departmental managers and administrators can use as-is or modify.
More extensive and in-depth evaluations may be conducted periodically on a schedule determined by contract renewal time lines and the extent of the individual's internal and external responsibilities. These evaluations may use a committee-review method or a more comprehensive evaluation instrument. The objectives of these periodic in-depth reviews are to encourage, to reward, and to support the continuous development of Officers of Administration, and through the process of performance review, to identify administrators who merit special recognition or who need special assistance.
Appeals: OAs are entitled to submit for placement in their files evidence rebutting, correcting, amplifying, or explaining any material collected for evaluation.
Officers of Administration with fixed-term, annual renewal, non-tenure related appointments are not eligible for appeal or review procedures when their contracts are not renewed. Non-renewal of a fixed-term or annual appointment is grievable only to the extent a legally protected right may have been violated by the decision not to renew (e.g., if prohibited discrimination is suspected of playing a part in the decision not to renew).
OAs with a renewable fixed-term, non-tenure related contract may appeal an annual or in-depth performance evaluation that results in timely (or terminal) notice. The appeal based on alleged procedural or substantive error shall be submitted in writing to the appropriate vice president. The vice president will review the appeal with the help of the appropriate unit or department head.