APT Performance Evaluation
Performance evaluations provide supervisors and employees with an opportunity to review goals (expectations), discuss performance, and support success at work. It is a continuous process that helps recognize excellent work, address areas for improvement, and strengthen communication. Trakstar is used throughout the process to set goals (expectations), share feedback, and document performance.
For additional information, please visit AP 9.170 Performance Evaluation of Administrative, Professional, and Technical (APT) Personnel.
Types of Evaluations
The annual evaluation runs November through October and is the evaluation period used for APT staff with employment security.
The evaluation period begins on the hire date, with evaluations due at the 12th, 24th, and 36th month of employment.
A short evaluation after the initial probationary period to transition into the standard cycle, or when a supervisor documents performance before a transfer (ad hoc). May also be used for Special Compensation Awards (SCAs), In-Band Adjustments or Change-in-Band (IBA/CIB).
Six-month probationary evaluation for employees in a new APT position.
Performance Improvement Period
When an employee with employment security receives a “Does Not Meet” rating, they are placed on a Performance Improvement Period (PIP).
Performance Evaluation System (PES)
Trakstar is used to set goals (expectations), share feedback, and document performance for APT employees throughout the evaluation process.
- – How to use Trakstar for employees & supervisors
- – Submitted by HR Representative to request override actions in Trakstar