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Administrative Faculty and Classified Staff Evaluations

51³Ô¹ÏºÚÁÏ Human Resources manages all aspects of the administrative faculty and classified employees evaluation process, from self-assessment to final approvals. The entire process is completed in REBELPerform. 

• The employee’s supervisor, listed in Workday, will receive notifications about due dates for the upcoming review period.
• Documents will automatically route for review/approval.
• Finalized documents will be stored in the system for quick reference.
• Supervisors may contact the Kirk Kerkorian School of Medicine at 51³Ô¹ÏºÚÁÏ Employee Relations team or main campus for assistance. 

Administrative Faculty Evaluation Process

• Administrative faculty do not serve a probationary period and are reviewed annually for the calendar year – January through December – and reviews are due March 1.
• Employees with four or more months of service during the year (hired on or before September 1) should be evaluated on job performance and goal accomplishment. Employees with less than four months of service should complete the self-evaluation to establish goals for the ensuing year.
• Position description questionnaires (PDQs) should be evaluated during this time.
• Supervisor and employees receive notifications in REBELPerform to complete required documents. 
• Supervisor sets a meeting to go over the evaluation with the employee.
• Approvals are done via REBELPerform. If an employee disagrees with the review, he/she may file a rejoinder within 30 days or request a peer review within 15 days. 

The school of medicine’s office of human resources and/or employee relations may assist departments. For additional information and training, please visit the Employee Relations: Administrative Faculty page. 

Classified Staff Evaluation Process

• If you are the supervisor of a classified employee, notifications are sent to your email informing you when evaluations are due.
• Probationary employees receive evaluations at three months, seven months, and 11 months.
• Annual performance evaluations are due on the anniversary of the employee’s hire date with some exceptions.
  • If an employee receives an overall rating of substandard, they will not receive a merit until performance rating improves to standard or better. 
  • If a merit pay increase is delayed solely because of an administrative or clerical error, the increase must be made effective on the date on which the increase was properly due.
• Supervisors should begin the evaluation process 30 days before the due date to allow ample time to provide meaningful content and for the process to be completed.
• The evaluation should be based on work performance standards (WPS) provided to employees within the first 30 days of employment. 
• The supervisor should schedule a meeting with the employee to discuss the evaluation and go over the WPS. After discussion, the employee will have 10 calendar days to review and provide a response (agree/disagree/request review) in REBELPerform. If the employer disagrees, they can request a rejoinder or review from human resources/employee relations.
• All approvals or signatures are done through REBELPerform.
• Supervisors of classified employees should have completed within six months of assuming supervisory responsibilities. For information about processes, please visit the .