• 
  • Chancellor
  • Academic Affairs
  • Administration and Finance
  • Advancement
  • Communications
  • Councils & Workgroups
  • Internal Audit
  • Government Relations
  • Procurement
  • Legislative Testimony
  • Employment
  • Directions to the USM System Office
  • System Office Staff Directory
  • Organizational Chart
  • Organizational Chart of Institutions
• 
  • Universities
  • Research Institutions
  • Online Application
  • Transcripts
  • Systemwide Staff Directory
  • USM Institutions Map
• 
  • Members
  • Committees
  • Schedule of Meetings
  • Agendas
  • Minutes
  • Bylaws and Policies
  • Effectiveness & Efficiency Initiative
  • Honorary Degrees
  • Advisory Councils
  • Resolutions
• 
  • Bylaws
  • System Policies
  • I. Systemwide Councils and Institutional Boards
  • II. Faculty
  • III. Academic Affairs
  • IV. Research
  • V. Student Affairs
  • VI. General Administration
  • VII. Human Resources
  • VIII. Fiscal and Business Affairs
  • IX. External Relations
  • X. Information Technology
• 
  • Employment Opportunities
  • Human Resources Policies
• 
  • Search for:

  211.0 VII-5.20 - POLICY ON THE PERFORMANCE EVALUATION PROGRAM
 
  (Approved by the Board of Regents on November 12, 1993)
 
 
    I.      Purpose and Applicability
 
            This establishes the policy for annual performance
            evaluation of employees of the University of Maryland
            System.  This policy applies to all regular
            Administrative and Classified employees of the University
            of Maryland System.  (See UMS Policy VII-5.00)
 
   II.      Evaluation Methodology and Instrument
 
            The University of Maryland System shall use the
            Performance Management Process (PMP) for evaluating the
            performance of all regular Administrative and Classified
            employees.  PMP provides a method and form to evaluate
            employee performance in a manner that is individually
            tailored to the employee, and consistent throughout the
            system.
 
            PMP involves:
 
            A.   A discussion of expectations between the supervisor
                 and the employee at the beginning of the rating
                 period;
 
            B.   continuous communication and feedback throughout
                 the year; and,
 
            C.   a discussion between the supervisor and the
                 employee at the end of the rating period on
                 achievements and methods for improvement.
 
            PMP methodology and forms will be as prescribed by the
            Chancellor or his designee.
 
            It shall be the responsibility of the Chancellor or his
            designee to periodically review and modify as necessary
            the UMS Performance Evaluation Program and to keep UMS
            institutions apprised of any amendments thereto that may
            be made from time to time.
 
  III.      Evaluation Process
 
            Employees shall receive a performance review at least
            once every twelve months.  Evaluation ratings for the
            past year and discussions of expectations for the coming
            year must be completed by March 30 of each year.  Initial
            discussion of expectations and performance reviews may be
            conducted more frequently when appropriate (e.g., a new
            employee, employee transfers to a new job, changes in
            performance level during the evaluation period).
 
            Employees shall be informed at the beginning of the
            performance period, or upon hire, of the objectives and
            factors on which their performance will be evaluated.
 
  IMPLEMENTATION PROCEDURES:
 
       Each Chief Executive Officer shall develop procedures as
       necessary to implement this policy and shall submit a copy to
       the Chancellor.
 
  Replacement for:
 
       UM Personnel Policies and Rules for Classified Employees,
       Section VIII Conduct and Discipline, pages VIII 7-8.
 
       UM Personnel Policies and Rules for Associate Staff,
       B. Performance Evaluation, page 6.