Evaluations. Employee performance evaluations are designed to
provide a channel of communication between the supervisor and the
employee. The evaluations help the employee understand what the
immediate supervisor expects, as well as giving the employee a means of
measuring how well his or her performance has met those expectations.
Managerial/Professional employees are evaluated each year around May
1. Supervisors of Managerial/Professional employees may elect to use
the evaluation forms provided by Human Resources or may devise their
own evaluation forms.
A performance evaluation is completed on each Office/Service
employee when the 180-day initial probationary period is completed;
additional performance evaluations are made each year thereafter on
each regular full-time and regular part-time employee usually around
May 1.
Performance evaluations may also be used on occasions when the
supervisor wishes to record specific instances of noteworthy
performance--either favorable or unfavorable.
After completing the evaluation, the immediate supervisor and
employee will discuss the performance evaluation, reviewing the
employee's strengths and weaknesses. The employee should sign the
evaluation. The signature merely indicates that the employee has read
the evaluation; it does not necessarily mean that the employee agrees
with the evaluation. If an employee feels he or she was evaluated
unfairly, he or she should notify the Human Resources Office in
writing. The performance evaluation becomes a permanent part of the
employee's personnel file in Human Resources.
Supervisors are expected to complete evaluations in a timely manner.
Evaluations may be used to decide any number of personnel actions
(e.g., promotions, demotions, salary increases,) so it is important
that the evaluations accurately reflect the employee's job performance.
Promotions.
The University's policy on promotion and transfer is one of filling
current job vacancies with qualified people from within the
organization whenever possible. These promotions are based upon
qualifications, dependability, and merit. Vacant positions are
advertised through the campus e-mail system and posted on bulletin
boards at: Founders Hall, Human Resources, Affirmative Action, Career
Services, the Library, Facilities, Residential and Greek Life, and the
Nebraskan. If you are interested in applying for any vacancy, eligible
employees must contact the Human Resources Office for Office/Service
positions or the appropriate search committee chair for all other
positions.
If an employee is promoted or reclassified to a higher salary grade,
they will receive a minimum of 5 percent pay increase. The new salary
must be within the established range for the new salary grade.
Transfers.
If an employee is transferred to a position of the same class or to a
class of the same salary grade, they will not receive an increase in
salary as a result of the transfer.
If an employee is transferred to a position of a lower salary grade
for other than at the request of the University, they may be required
to take a pay reduction up to 5 percent.
If the employee's position is reclassified to a lower salary grade, they will not receive a reduction of pay.
Demotions.
If an employee is transferred to a position of a lower salary grade
other than at the request of the University, they may be required to
take a pay reduction up to 5 percent or accept the minimum regular rate
depending on the budget of the department for the position.