Performance Evaluations

Overview:

A performance evaluation is a formal review conducted once per year to assess an employee’s job performance, highlight strengths, identify areas for improvement, and discuss professional development opportunities. 

At Minnesota State University, Mankato, Board Policy 4.9 requires that all employees receive an annual performance evaluation. This requirement is also included in every collective bargaining agreement and personnel plan. 

For faculty, performance evaluations are referred to as Professional Development Plans (PDPs). 

Why Are Performance Evaluations Important? 

  • They provide employees with clear feedback about their performance. 

  • They give employees and supervisors an opportunity to set future goals. 

  • They ensure employees understand their job expectations and responsibilities. 

  • They help supervisors update job descriptions and document progress. 

If you are not receiving your annual evaluation, talk to your supervisor. It is your right to have this review and conversation each year. 

Performance Evaluation Forms

Use the correct form for your employee group: 

For faculty, performance evaluations are referred to as Professional Development Plans (PDPs) and go through the process specified within the IFO contract. 

How to Conduct an Evaluation

Although performance evaluations are conducted annually, it is good practice to provide employees with feedback regarding their performance throughout the year, in addition to any formal procedure. In addition, this provides an opportunity to review and/or update the employee's position description as well.

Tips and Best Practices when conducting the annual evaluation: 

  • Access and use the correct evaluation form, available on this page 

  • Review and update the employee’s current position description. 

  • Set aside uninterrupted time to thoughtfully complete the evaluation. 

  • Base feedback on performance over the entire year. 

  • Provide specific examples in the comment sections. 

  • Be fair, objective, and honest. 

  • Address both strengths and areas for improvement. 

  • Schedule a private meeting with the employee to review the evaluation. 

  • Discuss professional development and goals for the coming year. 

  • Allow the employee to add comments. 

  • Obtain all required signatures (employee, supervisor, and supervisor’s supervisor). 

  • Keep a copy for your records and email the completed and fully signed evaluation to Human Resources at hr@mnsu.edu. 

  • Do not complete an evaluation just to meet the requirement—make it meaningful. 

  • Do not include any medical information in the evaluation. 

Documentation & Discipline: 

If an incident occurs and you believe  discipline or corrective action may be appropriate, please contact Human Resources.

Need help?

Contact Human Resources for questions about performance evaluations or required forms. 

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