5.4 Performance Evaluation Appeals
If an employee believes that an unfair performance evaluation or inaccurate performance evaluation has been rendered, a written response to the evaluation may be submitted to the office of human resources with a request that it be placed in his/her personnel file with the performance evaluation. Employees who choose to formally appeal their performance evaluation must follow the appeal process. While the performance rating or evaluation may be appealed, the actual compensation decision (i.e., the salary increase percentage) may not be appealed.
- Step 1 - Employees desiring to appeal a performance evaluation must submit a written appeal to their direct supervisor within 10 workdays of receiving the performance evaluation.
- Step 2 - The employee and supervisor will meet within 10 workdays after receipt of the written appeal to discuss the employee’s concerns. If the employee’s concerns are not resolved, and the employee desires to escalate the appeal, the employee must submit a written appeal to the next level of supervision within 10 workdays following the employee’s appeal meeting with his/her direct supervisor.
- Step 3 - The appeal process may continue to the major cost center administrator (President, Provost, Vice President, Chancellor, or Chief Financial Officer), whose decision will be final.
The office of human resources also is available to advise or counsel employees about expected performance standards and to assist employees in making adjustments regarding performance.
Employees who believe that they have been discriminated against on the basis of race, color, religion, sex, national origin, ancestry, age, disability, sexual orientation, or veteran status with respect to a job performance evaluation may consult the Office for Institutional Equity and Compliance.