Performance Evaluation
Portland State University is committed to providing employees with valuable feedback regarding their performance and recognizes the importance of employee evaluation systems to help achieve this purpose. All employees benefit from feedback on their work performance.
- Performance Evaluations are an important part of the work experience. They provide an employee with useful feedback, and a record of performance for discussion, salary reviews and accurate references.
- Evaluations should be a two-way discussion between a supervisor and employee and should give feedback on performance as well as a discussion of professional development opportunities and interests.
- The required evaluation periods are listed below for each position type, however it is recommended that supervisors provide frequent feedback to employees between the evaluation periods.
- Formal evaluations never take the place of day-to-day coaching and direction. Rather, the evaluation serves as a summary and documentation of performance.
- All PSU employees should be evaluated on a regular basis according to the schedule requirements for specific position type outlined below.
Evaluation Requirements by Position Type
Classified Positions
(represented by SEIU)
Due: Annually based on the employee’s hire date. Employees who are completing trial service as a result of a promotion receive an evaluation on the first of the month following completion of the six-month promotional trial service, and annually thereafter. A performance evaluation is not required at the end of initial trial service. For more information on trial service employees, see the SEIU bargaining agreement linked below.
Human Resources will provide email reminders as evaluation and trial service end dates approach for employees in classified positions. If you do not receive an email reminder please contact Human Resources at 503-725-4926 and ask to speak with an Employee Relations Specialist or email hremployeerelations@pdx.edu.
Please note, there are two evaluation forms for employees in classified positions: One specific to information technology positions (follow the Instructions for IT
Classified Performance Evaluation); and one for all other classifications.
The following positions fall under the IT classifications and should be evaluated by using the IT-specific form:
- Operations Specialist
- Equipment Systems Specialist
- Information Technology Consultant
- Operating Systems/Network Analyst
- Analyst Programmer
See below or refer to the Performance Evaluations section of the HR Document Library for forms.
Unclassified/Unrepresented/Excluded Positions
Due: Annually on April 30. The department may establish a review system utilizing existing forms, available on the Human Resource's Web site, or select the approach and evaluation tool that best meets their needs with the approval of Human Resources and in conformance with established criteria.
Once the approach is determined, the same form and process must be used consistently for all unclassified/unrepresented positions within the department. Performance reviews for employees in excluded positions may differ for ranked and unranked positions. Departments may select the most suitable approach with approval of the VP/Provost or Human Resources.
See below or refer to the Performance Evaluations section of the HR Document Library for forms.
Student Employee Positions
Student employees would benefit from feedback on their work performance. You may use your discretion to determine if the student employee performance evaluation is an informal discussion or through a written evaluation. Depending on the planned length of employment, it is recommended that reviews be conducted annually or every six months.
See below or refer to the Performance Evaluations section of the HR Document Library for forms.
Performance Evaluation Forms
Full-Time Faculty Or Academic Professional Positions
(represented by AAUP)
Due: Annual reviews are due to HR by the third Monday in May each year as per AAUP bargaining agreement Article 17 Sec 8(a). Deadlines set by OAA for personnel actions may be found on their Policies & Reference page, under Academic Personnel Policies.
Departments may select from two evaluation forms with the proviso that once selected the same form be used consistently for all Academic positions within the department.
See below or refer to the Performance Evaluations section of the HR Document Library for forms.
Fixed-Term Faculty Positions
(represented by AAUP)
- Faculty performance is managed by the Office of Academic Affairs. Please refer to their website for information on timing and process.
- Each department shall establish guidelines for review that are approved by the Dean and Provost in compliance with Article 18.
- For fixed-term faculty positions on an annual appointment: review completed by March 15 each year
- Multi-year appointments: review completed by June 15 of the first year of the multi-year appointment
Academic Personnel Policies
Tenure-Track Faculty Positions
(represented by AAUP)
- Annual review and major review at years three (3) and six (6) as per Promotion and Tenure Guidelines (P&T).
- Each department establishes its peer review systems as per the P&T Guidelines.
Post-Tenure Faculty Positions
(represented by AAUP)
As per AAUP bargaining agreement Article 16 and the departmental schedule for post tenure reviews.
- Each faculty member in a tenured position shall be assigned a review committee.
- The faculty of each department shall adopt formal procedures for the selection of peer review committees that are subject to approval by the Office of Academic
- Affairs as part of the departmental guidelines.
- These procedures must be published and distributed to all members of the department to whom they apply.
Part-time/Adjunct Faculty Positions
(represented by PSUFA/AFT)
- Once every six terms worked by request as per Article 7 Sec 7 of the AFT collective bargaining agreement.
Adjunct Evaluation Request