Annual Staff Evaluations

Performance Evaluations

Every spring, staff on campus are to have their job performance evaluated by their supervisors. The University’s annual performance year period runs from April 1 through March 31.

These evaluations are carried out in a manner (and on a form) developed by Human Resources; see the performance management section of the HR website for more information. Although two different evaluation forms are offered on the HR website, the College prefers that chairs use the comprehensive form.

Complete the form and arrange a meeting time with the staff member in question when the evaluation will be discussed. After the meeting, a copy of the completed, signed evaluation must be filed in the department and the signed original forwarded to your divisional associate dean. The College will ensure that the completed evaluation, with the dean’s signature, is then forwarded to Human Resources. The annual evaluations are then added to each staff member’s personnel file, which is kept in HR.

If a staff member is supervised by someone other than the chair (e.g., another staff member or a faculty member), chairs should determine whether they are themselves doing all evaluations or delegating them to the staff member’s direct supervisor. If delegating, then the chair should ensure that supervisors are trained in carrying out such evaluations and chairs must also review the evaluation prior to the supervisor’s meeting with the staff member.

More information on performance evaluations is available in the performance management area of the HR website.


Annual performance evaluations are used in making salary increase recommendations for staff members, when funds for such increases are allocated by the University.

Chairs must be aware that their rationale for awarding raises must stand up to scrutiny by other offices on campus and that the rationale is retained for future use (e.g., if a grievance is lodged at some point in the future).

College of Arts and Sciences Staff Association (CASSA)

The College of Arts and Sciences Staff Association (CASSA), which includes all of the non-exempt employees in the College, meets with the dean once each semester. At the CASSA luncheon, staff members have an opportunity to share their views and suggestions with the dean, and receive professional development training from guest speakers. The dean strongly encourages chairs to ensure that their unit’s staff members are freed from their work duties in order to attend each semester’s CASSA meeting (noting that some meetings last longer than a usual lunch hour). More information is provided on the CASSA web page.

Compensation for Additional Degrees

University budget permitting, all regular staff who have satisfactory job performance may be considered for a salary increase upon completing certain job-related degrees, certifications, or licensures. Strict eligibility requirements apply. For more information, read the policy on compensation for additional degrees and certifications (PDF). An employee must submit a plan of study for approval PRIOR to matriculating, and the approval chain in Section B of the Request for Compensation form MUST be completed.

Employee Assistance Program (EAP)

The University’s Employee Assistance Program provides employees with counseling services, crisis intervention resources, and workshops on basic items of workplace professionalism. (e.g., stress and anger management). Chairs who have documented workplace behavioral problems in the employees they supervise may wish to consult their divisional associate dean to learn more about the resources EAP can offer to them in trying to address these issues.

Hiring Staff

Applications for employment as a staff member are made by means of an online application system.

Staff openings (whether new or replacement positions) are created in the online system by departments, with the permission of the Dean’s Office. Positions created in the online system must be authorized by the College and by Human Resources at each stage of the process (e.g., permission to advertise, permission to interview, permission to hire). A background check is standard for all applicants. Some positions require a drug test. Contact HR with questions about pre-employment testing.

See HR’s Staff Recruitment Resources page or the Staff Handbook for more details.

International Students and Faculty

If you are considering hiring an international candidate, you must consult with your HR representative and with Capstone International immediately. Capstone International offers guidance for department chairs in navigating immigration and Department of Labor laws and regulations. Capstone International is in 105 B.B. Comer (the north end of B.B. Comer Hall, immediately south of the Student Services building). Contact them at 348-5402 or visit the Capstone International website. Be sure to also contact your divisional associate dean.

Staff Leaves of Absence

Staff members are eligible for leaves of absence and administrative sabbatical leaves. For more information on staff leaves of absence, see Section 15 of the Staff Handbook (PDF).

Training and Professional Development

Staff Training Activity Report (STAR)

The Staff Training Activity Report (STAR) is a voluntary online reporting system for A&S staff professional development. Although some professional development work carried out on campus is tracked by HR, STAR will ensure that all of a staff member’s professional development/continuing education activities are tracked. For more information about STAR requirements and rewards, and what is and is not eligible for STAR credit, please visit

Human Resources Programs

The learning and development section of the HR website provides links to a wealth of University-provided and -contracted resources.


All faculty and staff on campus have access to UA LMS, the University’s online professional development portal.