Main Policy Content
Contents:
- Purpose
- General Statement
- Retention Period
- Cross References
PURPOSE:
The goal of the Upward Feedback Process is to obtain feedback necessary for providing a more complete, accurate, and fair review of individuals in supervisory positions as well as supporting their individual development and overall organizational growth. This process will be completed in tandem with the Annual Performance Review (Staff) or Annual Faculty Performance Review, as applicable.
GENERAL STATEMENT:
In an effort to provide holistic feedback on an employee’s performance, part-time and full-time direct reports will be asked to complete a survey of their direct supervisor. Results will be submitted to the supervisor’s supervisor (or in the absence of the supervisor’s supervisor, the next highest supervisor in the management chain). Employee completion of the Upward Feedback Form is voluntary; those asked to provide feedback can participate. Responses will be treated as confidential, unless statements require disclosure (e.g., AD78, AD85, etc.).
Individuals who receive AC-14 performance feedback are excluded from this process. The responsibility for the final selection of which positions fall under each level of supervision rests with the Dean.
RETENTION PERIOD:
Retention and disposal of final content/report will follow the HR retention schedule, related materials (e.g., survey, responses, notes) are not subject to the retention schedule.
CROSS REFERENCES:
Guideline UL-HRG05 Annual Performance Reviews
Effective Date: September 13, 2023
Date Approved: November 12, 2007 (Dean's Library Council)
Revision History (and effective dates):
- November 2023 – Revised
- January 2014 – Revised; Editorial with minor changes to include part-time employees with those from whom we solicit feedback.
- February 20, 2009 – Revised; Editorial with minor changes relating to timing of review process and how feedback will be handled.
- November 12, 2007 – New policy
Last Review Date: November 2023