University policy requires that all regular University employees be provided with “the opportunity to discuss job performance with supervisors in order to enhance effectiveness as University employees and to facilitate both the establishment and the accomplishment of goals and objectives.”  When used effectively, the performance review can clarify expectations, identify opportunities for staff development, improve communication, enhance job satisfaction, and increase motivation. Regular University staff members who have completed their six-month probationary period should have a face-to-face meeting with their supervisor at least once annually to discuss their performance and identify opportunities for professional development and organizational improvement.

The Office of Human Resources, in collaboration with the campus Training Advisory Group (TAG) and the Chancellor’s Executive Team, are working to improve our campus Performance Review Process, attempting to make it a more useful tool for developing our most important asset at UTC- the people who work here. Among the improvements the TAG has recommended is the revision of the Staff Performance and Development Review (SPDR) form to include an Individual Development Plan (IDP) for each staff member. The purpose of the IDP is to emphasize the need for employees and supervisors to work together to promote the professional development and growth of every staff member. This emphasis is consistent with UT Policy HR0128 , “Human Resource Development,” which establishes a goal of 32 hours of training and development activities per year for all University employees. The Office of HR and our campus Training Advisory Group welcome recommendations regarding other ways to improve the SPDR process and particularly the employee development aspect of this process.

All non-faculty staff should receive a face-to-face review of their performance on an annual basis. Employees on approved leave of absence should be evaluated within one month of return from leave. Newly hired staff should receive an evaluation of their general performance and a review of prospective goals and development opportunities at the end of their six-month probationary period.

Members of the Chancellor’s Executive Team have established review periods and due dates for each division according to the schedule below:

Unit:                                                        Review Period:                Due Date:

Academic Affairs 1/1/2011 12/31/2011 5/1/2012
Lupton Library 4/1/2011 3/31/2012 5/1/2012
University Advancement 1/1/2011 12/31/2011 5/1/2012
Student Development 5/1/2011 4/30/2012 7/1/2012
Athletics 7/1/2011 6/30/2012 8/1/2012
Chancellor’s Direct Reports 7/1/2011 6/30/2012 10/1/2012
Finance, Operations, and IT 7/1/2011 6/30/2012 10/1/2012

Department Heads, Directors and other unit supervisors seeking an alternative review period or due date, should consult with division Vice Chancellor and communicate such revisions to the Office of Human Resources.

Department Heads and Unit administrators should insure that all regular staff (exempt and non-exempt) in their area of responsibility complete Part I of the SPDR form (Staff Self-Assessment and Development Proposal) and that each employee has a personal interview with his/her supervisor to review Part II (Performance Review Summary) and Part III (Overall Evaluation and Individual Development Plan). During this face-to-face meeting there should be a discussion of performance during review period, goals, and opportunities for development. The original of the completed SPDR form with appropriate signatures should be forwarded to the Office of Human Resources.

Please use the current version of the SPDR form for 2012, posted on the HR website:

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