TEXAS WOMAN S UNIVERSITY. Performance Evaluation System
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1 TEXAS WOMAN S UNIVERSITY Performance Evaluation System
2 Develop mutually established goals between employee and supervisor. Link individual performance to TWU s mission and goals. Increase supervisor/employee communication. Identify specific indicators of achievement. Stimulate improved performance.
3 Each regular staff member will be evaluated each year. Use approved Performance Evaluation forms available on HR website. Forms will eventually be on line for ease of data collection.
4 The Performance Evaluation Cycle will be based on a calendar year for budgeting considerations. Start of initial cycle will be January 1, of every year. January 1 Evaluations due to HR January 1 begins new cycle Supervisors and Employees meet throughout the year The cycle will end on December 31. December 1-15 evaluations routed to Dept Heads November 1-15 Employees submit self evaluations November Supervisors complete evaluations
5 Supervisors: Track employee performance successes and short comings. Supervisors & Employees: Should any problems arise concerning the employee s performance discuss immediately.
6 S Specific M Measurable A Agreeable R Realistic T Timely Reference department goals and objectives
7 A specific set of steps used to help employees become more effective. 1. Establish performance expectations. 2. Observe performance. 3. Document observations. 4. Evaluate performance. 5. Provide periodic feedback. 6. Conduct annual performance evaluation meetings.
8 There are five performance evaluation forms. Each is tailored to a particular employee category and has a self evaluation form: Professional and Administrative Staff Performance Evaluation Self Evaluation Form Professional and Administration Classified-Group A (custodians, groundskeepers and maintenance) Self Evaluation Form Classified-Group A Classified-Group B (all clerical support, para-professional exempt and non-exempt) Self Evaluation Form Classified-Group B Classified-Group C (Police Officers) Self Evaluation Form Classified-Group C Health Care Professionals (Health Services) Self Evaluation Form Health Care Professionals
9 The Evaluation form is divided into two sections: Performance Criteria (Utilization of knowledge, skills and abilities KSAs ) and Key Objectives (Goals, Assignments and Self- Development)
10 Examples of Performance Criteria Knowledge, Skills and Abilities Teamwork Interpersonal Skills Supervision Required Analytical Skills Dependability and Accountability Planning Judgment Examples of Key Objectives Goals, Assignments and Self- Development Project Planning Implementation of Dept. Objective Attend Seminar on Time Management Assigned to Team for Evaluation of New Software
11 Enter the Key Objectives on the Performance Evaluation Form These should be the established goals between employee and supervisor. There is room to enter 10 Objectives. If you have more than 10 you can download another form located on the HR website.
12 Assign a weighted value to Section I (Performance Criteria) and Section II (Goals & Objectives) This will determine whether Performance Criteria or Key Objectives are more important The weighted value of the two sections must total 100% The weighted value of the two sections must total 100%. For Example: For a maintenance position; Performance Criteria = 85% Key Objective = 15% For an administrative position; Performance Criteria = 60% Key Objective = 40% For a management position; Performance Criteria = 30% Key Objective = 70%
13 Review each Performance Criteria and assign an appropriate PRIORITY LEVEL SCALE The Priority Level indicates the importance of that particular Performance Criteria PRIORITY LEVEL SCALE 0 Not Applicable 1 Normal Priority 2 High Priority 3 Critical Priority Remember: this section is designed to identify strengths and weaknesses in job related knowledge, skills and abilities
14 Review each Key Objective and assign an appropriate PRIORITY LEVEL SCALE The Priority Level indicates the importance of that particular Performance Criteria PRIORITY LEVEL SCALE 0 Not Applicable 1 Normal Priority 2 High Priority 3 Critical Priority Remember: this section should be linked to the department s strategic plan and job duties, detail assignments, and/or selfdevelopment initiatives
15 Supervisors should use the employee s Self Evaluation as well as their Performance Management file as a tool to determine ratings. The supervisor then assigns a rating value that best identifies the employee s performance during the entire evaluation period using the Performance Criteria Rating Scale.
16 There are five different evaluations forms Ratings entered are dependent upon the evaluation form used Some forms have the ratings listed 1-5 and you mark the one that you will assign Some forms have a box where you will actually enter a number (rating score of 1-5) Group A, B, and C have the ratings listed 1-5 Professional & Admin, and Health Care Professional forms ratings have to be entered
17 Assign a rating value to each Performance Criteria and Key Objectives (sections I & II) Enter comments in the Comments or Results section Rating Scale 1 Unsatisfactory 2 Improvement Needed 3 Meets Expectations 4 Exceeds Expectations 5 Outstanding *On some forms the wording may differ on the ratings but the general meaning is the same.
18 After the evaluation is completed you will need to download an Employee Spreadsheet from the HR website Complete the information at the top of the spreadsheet Make sure to enter the number of Performance Criteria, number of Objectives and the weighted value you assigned to both sections
19 Enter the Rating scores in the same order they are listed on the Performance Evaluation Enter the Priority numbers in the same order they are listed on the Performance Evaluation Make sure you enter the correct rating score to the correct priority number
20 Once all information on the Employee Spreadsheet is entered an overall rating will populate at the very bottom of the page This rating is based on: weighted values, priorities and ratings Overall Performance Evaluation Rating Outstanding Exceeds Expectations Meets Expectations Improvement Needed Unsatisfactory
21 After all departmental evaluations are completed by the supervisor; The supervisor will forward the completed signed evaluation forms, selfevaluation forms, employee spreadsheets and department summary spreadsheets to the next level supervisor The next level supervisor will sign off on the evaluation forms Signed evaluation forms, self-evaluation forms, employee spreadsheets should be sent to The Office of Human Resources Electronic copy of the department summary spreadsheet should be sent to Supervisor completes Performance Evaluation Process All completed forms are sent to next level supervisor Next level supervisor approves, signs and forwards forms to HR
22 When we combine explicit goals with performance feedback, motivation can be appreciably increased! Performance is only enhanced when goals are combined with effective performance feedback. (Bandura, 1983)
23 If the employee is surprised by their performance rating, you may have failed to provide adequate feedback during year.
24 A rating of outstanding should be given to any employee who does FAR MORE than is expected.
25 A performance rating of Exceeds Expectations should be given to any employee who does more than is expected.
26 A performance rating of Meets Expectations should be given to employees who have satisfied the expectations of the duties listed in their job description.
27 A performance rating of Improvement Needed should be given to any employee who has not satisfied the minimum expectations of the duties listed in the Position Description.
28 A performance rating of Unsatisfactory should be given to any employee whose performance was below the requirements of the position. Immediate corrective action is necessary.
29 If the employee disagrees with the rating, he/she has the right to respond to the supervisor s ratings by attaching written comments to the evaluation form and sending it to HR to be included in his/her personnel file. As always, both the employee and supervisor must sign the completed evaluation form. The employee should receive a copy of the evaluation form for his/her personal records.
30 Texas Woman s University Office of Human Resources Fax
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