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The Employee Performance Development process is a key tool to support employee efforts toward professional development. Offering year-round opportunities, the process supports UIC employees through guidance, encouragement, and learning opportunities.
Academic Professional and Civil Service employees should receive a Performance Review (Policy 602) each year between May 15 and August 15. Performance reviews for Faculty, Academic Professional, and Open Range Civil Service staff are a factor in determining employee compensation under University policies related to merit-based salary programs.
Communicating and documenting job expectations for each team member is a necessary first step in guiding employees toward a greater understanding of how their role supports departments, colleges, and units.
Providing constructive feedback, praise, and coaching staff members throughout the year supports individual learning, workplace engagement, and productivity while developing each team members’ mastery of their roles.
Conducting Annual Reviews is the last step in the job performance management cycle. During the review team members discuss current job performance and identify opportunities for improvement. In addition to discussing current job-related performance, managers should ascertain employee understanding of the Core Competencies recognized at UIC as essential for all high-performing employees. The annual review provides employees with the opportunity to take stock of their progress, receive feedback on job performance, and seek guidance on how to advance in their career.
A library of Helpful Forms and documents are available to assist management in addressing job performance concerns and guide staff throughout the year.
The Employee Performance Review (EPR) Process is intended for all UIC employees. It is a year-round process intended to assist managers in their effort to help employees perform in their jobs more effectively. EPR is competency-based and development focused.
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