These FAQ are grouped into 4 topical areas:

Overall System Questions:

1. What is Professional Faculty EvalS?

A new electronic tool/process for evaluating professional faculty. 

2. Who does the system apply to?

There are three separate versions of EvalS.  One for Professional Faculty employees and supervisors, one for Classified Non-IT employees and supervisors  and one for Classified IT employees and supervisors.

3. My department uses a different form. Do I have to use this one?

The Professional Faculty EvalS is an optional tool for organizations across campus to utilize an electronic performance evaluation system. 

4. Do I have to provide a rating?

Yes, ratings are required. In rare cases, a rating of “Not Rated” may apply.

5. Where do I find help resources?

Please go to the EvalS website,

6. What are the process steps in the performance evaluation?

Please refer to the User Guides for step-by-step instructions on the process,

7. Is the Professional Faculty EvalS mandatory?

Professional Faculty EvalS is a tool offered to facilitate the process of performance evaluations for professional faculty employees.  It  is not mandatory to use the electronic system.

Goal Setting Questions:

1. Why did we incorporate goals in this process?

Setting performance goals is a way to engage employees and empower them in their own success at work. Goals are quantifiable and measureable, and are therefore a good way to determine whether an employee is exceeding, meeting, or not meeting expectations in the position.

2. How do I determine an appropriate or effective goal?

Please refer to the website for trainings and resources for goal hints and writing effective goals.

3.  What is the purpose of the extra requirements for some organizations found on the Goals Hints link?

To customize the system to the specific needs, of the division, college or department, the system was designed to allow organizations to provide a customized link giving further direction and guidance on the expectations of goals.  This is a voluntary feature, if your organization does not have a link on the webpage and within the system, please work with your supervisor to create goals for your specific position using EvalS.


System Timing Questions:

1. What is the overall timeline?

60 days prior to the due date, the Supervisor and Employee will receive automated notifications that it is time to enter Results, Appraisal, and Rating for the current performance year. For the next performance year, the Employee and Supervisor have 30 days into the review period to enter goals. Then, the cycle will repeat.

2. What happens if I miss the due date?

While every effort should be made to complete the performance evaluation process on time, you may still complete the Performance Evaluation after the due date. EVALS DOES NOT AUTOMATICALLY CLOSE AN EVALUATION – ONLY AN ADMINISTRATOR CAN DO THAT.

3. Can I still initiate a performance evaluation if I miss the due date?

Yes – each supervisor’s list of employees will appear with the appropriate status. Even if the status is “Evaluation Overdue”, a supervisor may still complete the performance evaluation for up to 30 days past the due date. After that time, the system will automatically close it.


Technical System Questions:

1. I didn’t get emails when I expected to, and I think the system missed my employee. Who do I contact to get assistance on this?

If you believe there is a reporting issue with EvalS, or you do not have an employee listed, please contact  with a brief description of the issue and someone will look into the problem and get back to you.

2. Will I be able to view past evaluations?

Yes, EvalS has archival properties. Employees will be able to view all past and current evaluations processed in EvalS. Supervisors will be able to view all past and current evaluations for all of their current employees.

3. Will I be able to view past evaluations completed by previous supervisors?

Yes, supervisors will be able to view all past evaluations processed in EvalS for their current employees — even if those performance evaluations had been completed by previous supervisors.