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Performance Appraisal Guidelines

Guidelines for Submitting & Processing Performance Appraisals

Below is important information and guidelines for managers and supervisors regarding the submission and processing of Performance Appraisals.

  • Performance appraisals MUST be submitted for merit employees for a merit increase to be processed. It is also best practice and strongly encouraged that appraisals be completed for appointed and time-limited employees.
  • Performance appraisals must be submitted  to Human Resources at room N4-700, or via email to
  • Performance appraisals must be accurately completed in order for HR to enter the score into PeopleSoft and process the pay increase. Common (but not all) examples of incomplete appraisals include:
    • Missing or wrong EID
    • Wrong name or nickname (use the name as recorded in PeopleSoft)
    • Missing/Insufficient signatures
    • Totals weight less than 100
    • Missing scores
  • Employees must receive an overall rating of at least a 3.0 in order to receive the merit increase. This is in accordance with the 2021 compensation recommendations approved by Council. There are no exceptions.
  • When supervision changes during an appraisal period, the former and new supervisors should each complete an interim appraisal for only the time period the employee was under that supervisor. The scores should be prorated and a Prorated Annual Appraisal Cover Sheet must be attached per HR Policy 6-100: Performance Development and Improvement Plans
  • Merit increases will be effective January 1st  (except for employees who are subject to the proration schedule) unless otherwise noted. The specific paycheck that the increase will be reflected on will be based on when the performance appraisal is received by Human Resources.

    Please contact Human Resources or if you have questions or need clarification. Thank you.