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APT Performance Evaluation

Performance evaluations give both supervisors and employees the opportunity to review and discuss performance expectations and actual performance.  Supervisors and employees must work together and regularly communicate with each other to be successful at work.

  • When work performance is excellent, it should be acknowledged and recognized.  This requires that job expectations and job responsibilities be clearly communicated and understood.
  • When work performance is unacceptable, employees and supervisors need to talk, to identify what isn’t working and what needs to be done to improve.
  • Performance evaluation is a continuous process which benefits both the employee and the University.

Evaluation Period

The standard evaluation period for APT employees with employment security is November through October of each year.  APT employees still on probation may have an adjusted evaluation schedule based on their start date. Supervisors create performance expectations, provide feedback and complete evaluations online in the Performance Evaluation System (PES).

Performance Evaluation System (PES) (will be transitioned to Trakstar approximately October 2025)

This version of the PES for APT employees will remain effective until October, 2025. Performance goals set in the previous version of PES will be migrated to the PES in Trakstar.

  • Access the PES  to review, update, and add performance goals for APT employees

Performance Evaluation System (PES)

Trakstar is the online system used to manage APT performance evaluations that will be utilized beginning approximately October 2025. Supervisors and employees use Trakstar throughout the evaluation process to set expectations, provide feedback, and document performance ratings.

APT Performance Evaluation Process

At the start of the evaluation period, meet with your employee to go over their official job duties and define what successful performance looks like. Work together to identify goals, timelines, and responsibilities. Once expectations are clear, document them in Trakstar to create a shared reference point for the rest of the year.

Throughout the evaluation period, check in regularly with your employee to offer feedback—both to recognize accomplishments and to address any concerns early. Use the 7 UH Performance Factors as a guide for your discussions. Timely, constructive feedback helps build trust and keeps performance on track. Document important notes in Trakstar as needed.

At the end of the evaluation period, assess the employee’s overall performance based on the set goals and the 7 UH Performance Factors. Schedule a one-on-one meeting to review your evaluation, talk through any questions or feedback, and clarify next steps. Record the final evaluation in Trakstar and certify the results to complete the process.

Substandard performance refers to situations where an employee is not meeting established expectations despite feedback and support. This section provides considerations and guidance for addressing performance issues constructively.