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Policy Number: HR 26-008
Effective Date: 2/27/26
Last Revised/Approved Date: 2/27/26
Approved By: President
Responsible Office/Unit: Office of Human Resources
Public / Private: Private / Internal (Published on the Employee Portal and communicated to all employees)
1. Purpose
The purpose of this policy is to establish a consistent, equitable, and transparent performance review process that supports employee development, accountability, and organizational effectiveness. The performance review cycle provides structured feedback, aligns individual contributions with institutional goals, and informs employment-related decisions.
2. Scope
This policy applies to all staff and administrators of Life University. Faculty evaluations are governed by separate academic policies unless otherwise specified.
3. Policy Statement
Life University is committed to fostering a culture of continuous improvement and professional growth. All eligible employees are required to participate in an annual performance review cycle conducted near the end of the fiscal year.
4. Definitions
Performance Review Cycle:
The annual evaluation period occurring near the close of Life University’s fiscal year.
Self-Assessment:
The employee’s evaluation of their own performance, accomplishments, and development needs.
Manager Assessment:
The supervisor’s formal evaluation of employee performance against established expectations and goals.
Below-Standard Rating:
A performance designation indicating that minimum expectations are not being met.
5. Procedures
Performance reviews will be completed in a Human Resources approved system and require both:
Completion of both components is mandatory.
Performance review outcomes may be considered in:
Employees receiving below-standard performance ratings will not be eligible for merit-based or discretionary increases.
5.a Process
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The Office of Human Resources will announce the annual performance review timeline near the end of each fiscal year.
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Employees must complete a self-assessment in Paycom by the communicated deadline.
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Managers will complete performance evaluations for their direct reports, incorporating:
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Managers and employees are encouraged to meet to discuss results, expectations, and development plans.
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Final ratings will be submitted in Paycom and retained as part of the employee’s personnel record.
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Performance ratings may be used to inform employment actions including promotions, transfers, and compensation decisions, subject to institutional budget approval.
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Employees receiving below-standard ratings may be placed on corrective action or performance improvement plans as appropriate.
6. Related Policies and References
8. Review Cycle
This policy will be reviewed at minimum annually by the Office of Human Resources and updated as needed to align with institutional priorities and regulatory requirements.
9. Contact Information
Office of Human Resources
Life University
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