SPP 309–02: Administrative/Service Professional Employee Performance Evaluation
To define the policy, accountability, scope, frequency, documentation, and appeal process for administrative/service professional employee performance evaluation
Arizona Board of Regents Policy Manual - 6–108, –302
All ASU administrative and service professional employees must receive an annual performance evaluation. The performance evaluation is prepared by the immediate supervisor and must include the following elements:
The Office of Human Resources (OHR) maintains performance evaluation templates that include definitions of the university’s core expectations (for staff and management) and the five-point rating scale. Units are encouraged to use the template but may develop their own format as long as the format contains all of the elements described above.
Supervisors are accountable for understanding and implementing the university’s performance evaluation program. Supervisors who have not completed performance evaluations for their employees prior to the end of the fiscal year (June 30) should receive no higher than a 3 rating on their own performance evaluations.
OHR will maintain performance evaluation tools and provide training and consultation in support of the program.
Final performance ratings are to be entered into PeopleSoft by the department representative for all employees who receive a performance evaluation.
Performance evaluations for administrative and service professionals are to be used as a constructive tool to identify and review performance against university-defined core expectations as well as specific job responsibilities and must be limited to measurable, observable work outcomes and work behaviors.
Each administrative and service professional employee must be reviewed annually. It is recommended that the performance evaluation be completed and administered by the end of the first quarter of the calendar year (March 31). Evaluations must be completed and administered no later than the end of the fiscal year (June 30).
The original signed evaluation is forwarded to OHR for the employee’s official personnel file with a copy given to the employee. A copy of the evaluation should also be maintained in the departmental personnel file.
An employee who disagrees with his or her performance evaluation may request a thorough review by the second-level supervisor (i.e., the immediate supervisor’s supervisor) within three working days after the evaluation interview.
The second-level supervisor will schedule a meeting to discuss the evaluation with the employee within five working days of receiving the request for review, conduct the evaluation appeal interview with the employee, and modify the evaluation ratings and/or comments if considered appropriate. Any decision is communicated with the first-level supervisor and the employee.
The second-level supervisor’s decision is final unless unlawful discrimination is alleged to have influenced the evaluation.
If unlawful discrimination is alleged, the employee may file a complaint with the Office of Equity and Inclusion, Office of Human Resources.
For more information on resolving discrimination complaints, see the Academic Affairs Policies and Procedures Manual—ACD 401, “Nondiscrimination, Anti-Harassment, and Nonretaliation.”
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