Performance Evaluation Of Civil Service Staff

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[The following was approved on April 19, 1995, in accordance with provisions set forth in SIU Board of Trustees 2 Policies C, updated July 14, 2022.]

Supervisors are strongly encouraged to give each employee's work performance a periodic, formal evaluation. Additionally, supervisors are expected to give continuing and ongoing informal feedback to their employees and discuss with them their demonstrated ability to meet performance standards. Informal communication and feedback may be further documented in written form (i.e. email) and provided to the employee with the supervisor encouraging the employee to respond and provide feedback of their own. Informal evaluation and feedback should be an ongoing activity by supervisors and employees. Depending on the needs of a given unit, some units may prefer a structured and formal evaluation process combined with an informal process while others may achieve their operational goals through just an informal process. The purposes of both formal and informal evaluations are

  1. to foster positive communication between employee and supervisor regarding the employee's job performance;
  2. to encourage the employee and supervisor to cooperate in setting performance goals;
  3. to provide a standard format for evaluating the employee's skill level, work quality, and productivity;
  4. to identify those elements of job performance requiring improvement; and
  5. to establish an action plan describing training needs, promotion potential, and future career/professional development.

Formal evaluations are required 3 times during a 1-year probationary period and twice during a 6-month probationary period. If an employee will not successfully complete probation, the formal evaluation process shall be completed prior to the end of probation. Formal annual evaluations shall also be required if the employee makes such request to their supervisor.

If an annual evaluation is to be completed, it should be attempted to be conducted near the employee's anniversary date in class. At the time of the annual evaluation, the supervisor and employee should attempt to review and,

if needed, update the employee's approved position description. Following a formal evaluation, both parties should meet to discuss the evaluation. All formal evaluations are reviewed by the department head.

The standard formal evaluation form, which can be found at:, must, upon completion, be submitted to Labor and Employee Relations ( before inclusion in the employee's official personnel file in Human Resources. The employing department must provide the employee with a copy of the evaluation