Performance Management

 

Unclassified and Classified Performance Appraisal Procedures

 

Continuous Performance Management (Classified)

Continuous Performance Management (CPM) is a tool used to measure performance and to continuously develop individuals into high-performing employees. 

CPM was implemented January 1, 2025. This new system changes the evaluation period for classified employees from fiscal year to calendar year.

Please click here to access the memo for more details on the Transition Performance Evaluations for Classified Employees.

Important Dates:

Performance Evaluation Cycle: January 1 - December 31

Performance Planning Session: January 1 - February 15

Performance Evaluation Cycle: January 1 - February 15

 

CPM Required Components:

Southern University will utilize the following mandatory behavior based goal.

  • "Project a positive image of Southern University by providing high quality customer service by utilizing tone, body language and other verbal and non-verbal cues to convey a courteous and professional demeanor to clients on every level."

Southern University will use the following mandatory performance based goal.

  • "Complete all required mandatory trainings by annually."
  • "Complete the CPM process in accordance with established deadlines." (Supervisors only)

CPM Forms:

CPM Planning Form

CPM Evaluation Form

CPM Not Evaluated Form

CPM Notes and Discussion Form

CPM Performance Development Tool

Unclassified Performance Appraisals

Performance Evaluation System – Unclassified

The annual performance appraisal provides a means to discuss, to plan and to review the performance of each non-faculty employee.

 

Important Dates

Performance Evaluation Cycle: July 1 – June 30

Performance Evaluation Session: July 1 – August 31*

Performance Planning Session: July 1 – September 31*

*All planning sessions and evaluation ratings must be submitted to the Human Resources Department no later than August 31 (evaluations) and September 30 (planning sessions) of each fiscal year. If the deadline falls on a weekend, Holiday or University Closure, all forms are due in Human Resources the workday before.

 

Unclassified Evaluation Policy Highlights:
  1. Employees and Supervisors will work together through the evaluation and planning process;
  2. Performance and goal planning should be done at least (30) days before the performance;
  3. Employees and supervisors must work together during the performance year to ensure the employee is getting feedback and the supervisor is documenting progress;
  4. If an employee changes jobs during the performance year, the supervisor will be required to complete an interim performance evaluation;
  5. If the employee is not meeting the performance goals or under-performing, the manager/supervisor will be required to prepare a performance improvement plan and provide follow-up to the employee;
  6. An employee who disagrees with their annual performance evaluation has a right to appeal to Human Resources. The Human Resource decision is final.

 

Performance Appraisal Tools: