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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.

Announcement: New APT Performance Evaluation System (Trakstar) is Now Live

The current version of PES has been transitioned to the Trakstar system. All performance goals (expectations) set in the existing PES have been migrated into Trakstar. More information.

Types of Evaluations

Annual Evaluation

The annual evaluation runs November through October and is the evaluation period used for APT staff with employment security.

Evaluation During Probation

The evaluation period begins on the hire date, with evaluations due at the 12th, 24th, and 36th month of employment.

Partial Evaluation

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).

New Appointment Evaluation

Six-month probationary evaluation for employees in a new APT position.

Performance Improvement Period

When an employee with/without 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.

Evaluation Criteria and Ratings

Guidance for HR Representatives