Performance Management

FAQs

Do you have questions about Staff Evaluations? Please see the frequently asked questions below.

• Regarding the CSUEU Shift from Anniversary Date review cycle to April 1 – March 31 cycle: If my employee was just reviewed in January but the cycle ends March 31, do I need to fill out an additional evaluation for January through March or should I include the time period in the previous evaluation?

  • An employee can only be evaluated for a maximum period of 12 months. Our recommendation is to do a short evaluation for the months that will fall between the two time periods in order to get on track. The evaluation will likely be very similar to the one recently completed but it’s a good chance to review goals and make sure they’re still relevant.

• Do temporary employees get evaluated?

  • Employees on a temporary appointment for 6 months or longer should receive a review at 6 months and then annually thereafter. The same form should be used.

• My employee has not been reviewed since 2010. How do I bring him/her on track with the new cycle? Can I do one evaluation for the past 3 years?

  • An employee can only be evaluated for a maximum period of 12 months. Do one review for the last cycle only (April 1, YYYY(last year)-March 31, YYYY(this year)).

• We have an employee on a 6-month medical leave. Do we need to do a review for her now or wait until she returns in September?

  • Wait until the employee returns and then complete the evaluation for the time she was here between April 1, 2013 and March 31, 2014.

    Please contact our office at performanceevaluation@sjsu.edu to provide us with the name of the individual so we can make a note regarding the situation.

• We have an employee who is out on maternity leave. She returns in June and is also probationary. How does this affect her probationary period? Does it extend it since she would have been out for 4+ months of her first year?

  • The majority of the collective bargaining agreements state that an employee's probationary period is extended for the same number of days an employee is on paid sick leave or family medical leave of over thirty (30) days, parental leave, and for any day an employee is on Workers' Compensation (WC), Industrial Disability Leave (IDL), Non-Industrial Disability Insurance (NDI), Military Leave or formal leave without pay (LWOP).

    As each contract does vary slightly in language, please contact our office or consult the specific agreement to determine exactly how your employee is affected.

• Are MPP evaluations on the same cycle as staff?

  • No. The review cycle for MPPs is July 1 – June 30.

• It seems like there is more time to get the evaluations to HR than in the past. Is that true?

  • The stated due date is 60 days after the end of the evaluation cycle (45 days for confidential employees) but due to the transition we are granting an additional 30 days to return the evaluations to our office.

• Is the April 1 – March 31 review cycle the same for confidential employees?

  • Yes. This is now the review cycle for all staff employees, including those in confidential classifications.

• I heard there was a new review form for staff. Is that true?

  • Our office has developed a new evaluation form that is being piloted with our confidential employees this year. We also rolled out a new form for our MPP employees last year. At this time all other employees should be evaluated on the old forms. They are posted on our website.

• When should I complete the probationary performance review for my employee?

  • You should assess the employee’s performance during their full probationary time period. The probationary performance evaluation should then be completed within two weeks after their full probationary time period. For example: If a 6-month evaluation needs to be completed for an employee and their 6-month ends on November 30, then the meeting should take place with the employee after November 30, but no later than December 11.

    *Please note that employee status (i.e. bargaining unit, MPP) will determine the probationary period cycles. Please consult with the Office for Equal Opportunity and Employee Relations or the appropriate Collective Bargaining Agreement regarding probation reviews.