Performance Evaluation Timelines

Performance Evaluation Timelines
Supervisory, Confidential & Classified Employees
Planning should take place at
the end of the review cycle
(during the discussion of the
evaluation) or at the time an
employee is hired or transfers
into your department.
Self Evaluation should begin as Self Evaluation
soon as you receive notification
that the evaluation is due.
Although the employee is not
required to provide a self
evaluation, it is to the
advantage of the employee and
the supervisor that the
employee be able to provide
Data collection should begin as
soon as you receive notification
that the evaluation is due.
Ideally, managers should be
documenting performance
throughout the review period.
Data Collection
Within two weeks before signed Evaluation Report &
evaluation due to go to
personnel file.
By due date
Final Disposition
Activity Description
Manager and employee meet to:
 Set goals and timelines
 Review job responsibilities
 Develop plans for
professional/personal development.
 Review and set timelines for
improvement plans, if applicable
Manager / Evaluator asks employee to
provide self evaluation to include:
 Job responsibilities.
 Achievements.
 Strengths / Areas to develop
 Plans for next review period.
 Employees may use the Self
Evaluation Form or provide their self
evaluation in a narrative form.
Manager / Evaluator:
 Gathers information from notes,
calendars, meetings, discussions,
 Solicits input from staff the employee
interfaces with.
 Reviews and discusses self
evaluation with employee.
Manager / Evaluator:
 Write draft evaluation and
Improvement Plan is applicable.
 Forward to next level manager for
 Forward to HR for review (if applicable)
 Edit in any changes if applicable.
 Schedule meeting with employee to
 Have employee sign evaluation.
 Make a copy for the employee.
 Maintain a copy for yourself.
 Forward the original signed copy to
For additional information, please refer to the guidelines provided on the Evaluation Form.