Performance Management


Al Akhawayn University wishes that all university personnel benefit from effective regular evaluation by their immediate supervisors.

The performance evaluation interview is designed to improve job understanding and promote more effective job performance. It allows the staff member to communicate with his/ her supervisor in order to review accomplishments, establish and plan new performance objectives, reinforce strengths and determine development plans for areas of improvement.



The system described herein applies to all administrative and technical personnel.



Each employee has to be formally evaluated by their immediate supervisors on an annual basis. Our appraisal period is from July 01 to June 30.

It is expected that performance evaluation is an ongoing process between the supervisor and the employee. The supervisor is expected to monitor and control progress on a regular basis throughout the year in order to take corrective actions and provide on-going feedback.

New hires are also evaluated at the end of their probation period before they are confirmed in position.


Responsibilities of the Supervisor


Responsibilities of the employee


Guidelines for Performance Evaluation Meeting

Step 1. Achievements

The supervisor will assess the objectives achieved by the staff member over the appraisal period. These may include new performance goals, special projects, job development activities or improvement of regular tasks and duties. 

Step 2. Objectives of the next appraisal period

The supervisor will provide the employee with all information related to the objectives to be achieved by the department during the next appraisal period and define together the specific objectives and contributions expected from the employee, the performance indicators that will help measure the accomplishments and the time frame within which these objectives/projects should be carried out. 

Step 3. Skills and Competence

During the interview, the supervisor will also assess the skills and competences needed to achieve the expected results (work ethics, customer focus, time management, initiative, autonomy, dependability, commitment…). A relative weight is allocated by the supervisor to each performance standard depending on the importance of the criterion for the job.   

 Step 4. Development Plan

Both supervisor and employee will discuss areas where improvement is needed, determine training needs and fill in the development plan.

 Common Sources of Rater Errors or Bias

Supervisors/managers should be aware of the potential sources of errors when rating performance and make every effort to remove these potential sources of error from the evaluation process: