APPROVED BY THE PRESIDENT JANUARY 11, 1995
 
  I.   Consistent with the UMS Policy on the Performance Evaluation
       Program, all regular, non-faculty employees shall have a
       formal performance evaluation once each year.  This
       evaluation shall be conducted in a manner consistent with
       the procedures of the campus' performance management system,
       the Performance Review and Development (PRD) process.
 
  II.  The University's responsibilities in the PRD process shall
       be carried out by the employee's immediate supervisor,
       wherever possible.  In cases where this is not possible
       (see footnote), the immediate supervisor
       shall have considerable input into the PRD process.
 
  III. Supervisors (including faculty who supervise non-faculty
       employees) shall be held accountable in their own
       performance evaluations for conducting the PRD process with
       their employees in a competent and timely manner.
 
  IV.  Supervisors (including faculty who supervise non-faculty
       employees) shall not be permitted to carry out their PRD
       responsibilities until they have successfully completed the
       performance management training administered by the
       Personnel Services Department.
 
  V.   Employees are expected to actively participate in the PRD
       process.  Their performance management responsibilities
       include the following:
 
       A.   familiarizing themselves with the performance
            management profess by attending training and reading
            the employee PRD manual;
 
       B.   where appropriate, initiating performance discussions
            with their supervisor and working with their supervisor
            to resolve performance-related problems; and
 
       C.   updating skills needed to perform their jobs.
 
  VI.  Performance information collected in the context of the PRD
       process shall have an important weight in training and
       development opportunities, and in the allocation of
       performance-based rewards and outcomes such as merit pay,
       performance bonuses, formal recognition for high
       performance, etc.
 
       Performance-based rewards shall not be available to
       supervisors who have not evaluated the performance of their
       employees in a timely manner consistent with the PRD
       process.
 
  VII. Existing work units on campus are charged with the
       responsibility of administering the PRD process for their
       employees in a fair and consistent manner, including the
       scheduling of release time for supervisors and employees to
       attend PRD training, the establishment and communication of
       performance expectations, and the allocation of performance-
       based rewards and outcomes.  The Personnel Services
       Department shall monitor units' performance of their PRD
       responsibilities.
 
  ____________________
  Footnote:  The immediate supervisor may not be available to conduct
             the PRD process for reasons such as extended absence,
             remote location from the employee, or the transfer
             of the immediate supervisor to another department.