Evaluating Employees

The University recognizes the importance of employee evaluation systems, and is committed to providing employees with valuable feedback regarding their performance. All employees benefit from feedback on their work performance. The following are some suggestions to assist you:

  • Performance appraisals are an important part of the work experience. They provide an employee with useful feedback, and provide a record of performance for discussion, salary reviews and accurate references employees.
  • Appraisals should be a two-way discussion between supervisor and employee and should feedback on performance and a discussion of professional development opportunities and interests.
  • The required evaluation periods are listed below for each employee type, however it is recommended that supervisors provide frequent feedback to employees between the evaluation periods. 
  • Formal evaluations never take the place of day-to-day coaching and direction. Rather, the evaluation serves as a summary and documentation of performance.

All PSU employees should be evaluated on a regular basis according to the schedule requirements for specific employee groups as follows:

Classified Employees (represented by SEIU) 

Due: Annually based on the employee’s hire date (SEIU bargaining agreement, Article 54, Section 2). Employees who are completing trial service as a result of a promotion receive an evaluation on the first of the month following completion of the six-month promotional trial service, and annually thereafter. A performance evaluation is not required at the end of initial trial service. For more information on trial service employees, see Article 34 of the SEIU bargaining agreement.

Human Resources will provide email reminders as evaluation and trial service end dates approach for Classified Employees. If you do not receive an email reminder please contact Human Resources at 503-725-4926 and ask to speak with an Employee Relations Specialist or email askhrc@pdx.edu

Please note, there are two evaluation forms for classified employees: One specific to information technology positions (follow the Instructions for IT Classified Performance Appraisal); and one for all other classifications.

The following positions fall under the IT classifications and should be evaluated by using the IT-specific form:

  • Operations Specialist
  • Equipment Systems Specialist
  • Information Technology Consultant
  • Operating Systems/Network Analyst
  • Analyst Programmer

Refer to the Performance Evaluations section of the Policies, Contracts & Forms page for forms.

AAUP/Academic Professionals

Due: Annual reviews are due to HR by the third Monday in May each year as per AAUP bargaining agreement Article 17 Sec 8(a). Deadlines set by OAA for personnel actions may be found on their Policies & Reference page, under Academic Personnel Policies.

Departments/work units may select from two appraisal forms with the proviso that once selected the same form be used consistently for all Academic positions within the department/unit.

Refer to the Performance Management section of the Policies, Contracts & Forms page for forms.

AAUP/Fixed Term Faculty

Faculty performance is managed by the Office of Academic Affairs. Please refer to their website for information on timing and process.

Each department/academic unit shall establish guidelines for review that are approved by the Dean and Provost in compliance with Article 18. For fixed-term faculty on an annual appointment, review completed by March 15; those on a multi-year appointments, review completed by June 15 of the first year of the multi-year appointment

Tenure Track Faculty

Annual review and major review at years three and six as per Promotion and Tenure Guidelines. Each department establishes its peer review systems as per the P&T Guidelines.

Post Tenured Faculty

As per AAUP bargaining agreement Article 16 and the departmental schedule for post tenure reviews.

Each tenured faculty member shall be assigned a review committee. The faculty of each academic unit shall adopt formal procedures for the selection of peer review committees that are subject to approval by the Office of Academic Affairs as part of the departmental guidelines. These procedures must be published and distributed to all members of the organizational unit to whom they apply.

AFT/Adjunct Faculty

Once every six terms worked by request as per Article 7 Sec 7 of the AFT collective bargaining agreement.

Each department establishes its own review system within the framework provided by the:

Unclassified/Unrepresented/Excluded Employees

UPDATE: Due to the COVID-19 crisis, Unclassified/Unrepresented (Un/Un) employee evaluations will be extended from April 30 to August 30, 2020.  Please contact the HR Employee and Labor Relations team with your questions.

Due: Annually on April 30. The department/work unit may establish a review system utilizing existing forms, available on the Human Resource's Web site, or select the approach and appraisal tool that best meets their needs with the approval of Human Resources and in conformance with established criteria. Once the approach is determined the same form and process must be used consistently for all unclassified/unrepresented positions within the department/unit. Performance reviews for excluded employees may differ for ranked and unranked positions. Departments/work units may select the most suitable approach with approval of the VP/Provost or Human Resources.

Refer to the Performance Management section of the Policies, Contracts & Forms page for forms.

Student Employees

Student employees would benefit from feedback on their work performance. You may use your discretion to determine if student employee performance evaluation is an informal discussion or through a written appraisal. Depending on the planned length of employment, it is recommended that reviews be conducted annually or every six months.

Refer to the Performance Management section of the Policies, Contracts & Forms page for forms.