1) There are reports of evaluations being turned in without taking the time to discuss them with the employee, or even worse not letting them see or sign the review. (Aux Services ERC, September 15, 2005 & Univ. Operations ERC, May 7, 2006).
2) There is only one form, the Performance Review Summary Form, that is required for the evaluation. This form, that will eventually determine your merit raise, is the only form HR has available to evaluate the thousands of positions at UT. How can everyone be evaluated by one form and expect to be treated fairly?
3) There is no standardized procedure for conducting the performance reviews. Each department, team, shop, and even supervisor are told they must complete the Performance Review Summary Form, but not all are properly informed on how to do it.
4) FAVORITISM & POLITICS! Although there is a hint of an official appeals process to protect employees from an unfair evaluation, there is nothing in the policy that prevents favoritism and office politics from influencing an evaluation and eventually a raise.
5) HR129 also states, Performance Review evaluations should be reviewed with the employee quarterly to ensure the employee is remaining on track with goals, objectives and job expectations. OK. How many quarterly reviews have you had this year?

And to the manager of facilities services who said he “wasn’t interested in the union because he is in management” . . . shame on you. This only illustrates how “management” feels about those who work for less than slave wages to keep basic university systems operable.