Completing a Performance Evaluation FAQs | Labor and Employee Relations | SIU

            Select the rating that best fits an employee’s work performance for the majority of the rating period and complete the Evaluator Comments section to discuss the ratings of the performance factors as well as provide an overall summary of the employee's work performance.

            It is optional but encouraged to be completed. Employees are evaluated on five Core Performance Factors listed on the evaluation form plus one optional Position Specific Performance Factor that does not duplicate one of the core factors. This position specific factor may be selected from the list provided on the evaluation form, or it may be one created and agreed upon between the evaluator and employee and then listed on the evaluation form. 

            Yes. The evaluating supervisor and employee have the option of working together to discuss and agree on a relevant, position specific performance factor that better fits the position than the listed options. In addition to listing the title of the created factor, the created position specific performance factor includes a brief description of work tasks on which the employee’s skill, knowledge, and accomplishment in completing were evaluated.

            Yes. Thorough comments are required in this section for all employees. Evaluators are to provide feedback and comments relevant to the employee’s work performance factor ratings (i.e., what in the employee’s work performance justifies the evaluation rating), improvement since previous evaluation, ideas for job performance improvement, and other work performance related comments. If more space is needed, additional page(s) may be completed and attached to the evaluation. Please note: There should be no reference or statements pertaining to an employee's medical or health concerns included in a performance evaluation. 

            Yes. The Employee Comments section of the form is provided for this purpose, but employee comments are not required. If additional space is needed, additional page(s) are attached to the evaluation.

            No. The employee’s and supervisors’ signatures acknowledge that the employee and supervisor met to discuss the evaluation. It does not represent the employee’s agreement with its content.

            If an employee states an unwillingness to sign the evaluation, the evaluating supervisor should discuss with the employee that their signature does not represent agreement with the content of the evaluation. If an employee chooses to not sign the evaluation, the evaluating supervisor writes on the Employee Signature line that the employee refused to sign and the date of refusal to sign, and then initials the information they wrote in. The evaluation is then submitted for supervisory signatures, and then submitted to Labor and Employee Relations.

            Yes. The signatures of the employee (or documentation by the evaluating supervisor that the employee refused to sign), the first level supervisor, and the second level supervisor are all required to be completed before the evaluation is submitted to Labor and Employee Relations.

            Completed performance evaluations are submitted to Labor and Employee Relations on or before the due date.  These may be submitted via campus mail to Mail Code 4319, by hand carry to the Labor and Employee Relations office, or electronically to LER@siu.edu.  If submitting electronically, the original document is to be maintained in the evaluating unit.

No. When an evaluation is submitted to Labor and Employee Relations via email at LER@siu.edu, the original document is then maintained in the unit's files.

            Yes. Once all signature lines on the evaluation form are completed, the unit keeps a copy of the evaluation for the unit’s records and provides a copy to the employee for their records before sending the original to Labor and Employee Relations.