Performance
Appraisals
Overview
Each spring, employees are asked to complete a written self-appraisal and supervisors are asked to complete a written performance appraisal for all of the employees who report to them. The appraisal is based on what work was performed by employees against the major responsibilities of his or her job and how well the employee performed against the major responsibilities of the job. The overall evaluation of an employee’s performance takes into account feedback from community members whom they support, an employee’s performance against the major responsibilities as outlined in an employee’s job description, and the review of performance all year round as it relates to the established goals of a department, which include the required performance standards for a given position at Brown University.
The Appraisal Process
In completing the performance appraisal process, the supervisor meets with the employee to discuss his or her performance appraisal. The supervisor is also encouraged to meet with the employee informally several times during the year to discuss the employee’s performance, and to coach the employee in helping him or her to reach the goals. During an employee’s annual performance appraisal meeting, the employee and the supervisor may also set goals and objectives for the upcoming year, which may be revised and reprioritized. The employee’s signature on the written performance appraisal indicates that he or she has reviewed their appraisal. If the employee was transferred or promoted during the fiscal year (July 1 – June 30), both the current and previous supervisors should collaborate on writing the employee’s performance appraisal.
If an employee disagrees with the appraisal, they may discuss it with their supervisor and, if they are still not satisfied, may discuss the review with the department head. The University encourages employees to request that the Human Resources Generalist for their department in conjunction with the Director of Employee Relations be contacted to help resolve employee relations concerns and/or performance development concerns relating to performance appraisal. Such decisions, however, may not be appealed under the Problem Resolution Process.
Shortly after, or in conjunction with, the annual performance evaluation process, the supervisor may recommend a salary increase for the employee. Brown evaluates each employee’s performance and may award performance increases based upon performance appraisals.
Additional Information
For additional information on Performance Appraisals and the Merit Increase process,
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