P/PPS 04.01 - Annual Evaluation of Vice Presidents and Director of Athletics

POLICY STATEMENTS

1. The president is responsible for conducting annual and systematic evaluations of vice presidents, the director of Athletics, and the special assistant to the President. Generally, these evaluations are designed to provide regular assessment of job performance for each of these individuals to help improve job performance. To complete these annual appraisals, and in accordance with the procedure described in UPPS No. 04.04.20, Staff Performance Management System, the president has adopted the alternate appraisal system outlined in this Presidential Policy and Procedures Statement (P/PPS).

2. The goals of these annual appraisals are the same as the goals for annual appraisals completed under the procedures outlined in UPPS No. 04.04.20, Staff Performance Management System, namely:

   1. to help ensure that the quality and quantity of work performed by Texas State University staff members best meets the university’s needs;

   2. to allow for continuous communication between supervisor and employee about job performance;

   3. to offer supervisor and employee the opportunity to develop a set of expectations for future performance;

   4. to provide the opportunity for supervisor and employee to assess the employee’s past performance;

   5. to provide for future development of the employee; and

   6. to provide supporting documentation for pay decisions, promotions, transfers, grievances, complaints, disciplinary actions, and terminations.

PROCEDURES FOR ANNUAL EVALUATIONS

1. By April 15 of each year, the president will send a letter to each of the individuals identified in Section 01.01, requesting background material to be considered during the annual performance review. The president will ask each individual to prepare a statement representing a personal annual performance evaluation for work completed during the previous year. This self-evaluation should include a summary of accomplishments for the year, including an analysis of areas where the individual has not accomplished what he or she hoped and goals for the coming year. This evaluation must address the individual’s leadership, employee development, and performance appraisal, as well as progress toward goals identified in the Texas State University Diversity and Inclusion Strategic Plan. This self-evaluation should be no more than two pages in length.

2. Following the specified deadline for submission of these self-evaluations, the executive assistant to the president will schedule an individual meeting with the president for each of these individuals. During these individual annual performance evaluation interviews, the president and the participant will discuss performance for the previous year and goals for the coming year.

3. Following these annual performance evaluation interviews (no later than June 30), the president will provide a summary of the results of these evaluations to Human Resources along with any necessary documentation of concerns that arose during these evaluations. The president will also provide the Budget Office with outcomes in the form of salary recommendations for the coming year.

4. Nothing in the above sections shall be interpreted to prohibit more frequent or expanded reviews at the discretion of the president nor to contradict the policy stated in the Rules and Regulations of the Board of Regents, Texas State University System, that “administrative officers… shall serve without fixed term subject to the pleasure of the President and the Board.”

REVIEWER OF THIS PPPS

1. Reviewer of this PPPS includes the following:

   Position	Date
   President	February 1 E4Y

CERTIFICATION STATEMENT

This PPS has been approved by the following reviewer and represents Texas State University Presidential policy and procedure from the date of this document until superseded.

President; senior reviewer of this PPS