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Performance appraisal systems are of great value to employee and supervisors alike. When done correctly, the employee knows specifically what is expected in the job, how achievement will be measured, and positive contributions to performance, as well as areas in need of development or improvement are identified.
Supervisors and managers identify if the employee is fully meeting the expectations of the job and whether or not overall progress toward organizational goals has been made. In addition, an appraisal system assists supervisors and managers with the identification of gaps in skills, knowledge and competencies necessary for a staff member to effectively accomplish his or her job. This gap assessment becomes the basis for constructing a performance development plan. Finally, an effective performance appraisal system requires focused two way communication between supervisors and employees and open lines of communication will be a significant benefit to those involved in this process.
The Performance Evaluation System (PES) is the performance appraisal tool for our career service (classified) employees. Two standard evaluation cycles exist to conduct the evaluations of these employees. The evaluation cycle is continuous regardless of length of service or step in range.
Physical Plant Operations employees are on a calendar year cycle with the following timeline requirements:
- January 31 st - completion of the Major Goals and Job Expectations
- June 30 th - completion of the Interim Evaluation
- December 31 st - completion of the Final Evaluation
All other career service (classified) employees are on a fiscal year cycle with the following timeline requirements:
- July 31 st - completion of the Major Goals and Job Expectations
- January 31 st - completion of the Interim Evaluation
- June 30 th - completion of the Final Evaluation
In all instances, the final evaluation should encompass an assessment of performance throughout the entire year. Further, both the interim and final evaluations must include specific job related comments, whether positive or in need of development, in the Justification for Evaluation section to support the rating given. In addition, regardless of the rating given, the Rater should include specific areas in which the Ratee can improve or strengthen his/her performance and or skills.
The Significant Events Section is used to document both positive and negative events as they occur during the rating cycle. Both the Rater and Ratee must initial the description of the event and make appropriate comments.
Upon completion of each phase of the process, the Office of Human Resources must receive a fully signed and dated copy of the document no later than two weeks after the completion of the process based on timelines established above.
Supervisors and managers are responsible for completing an abbreviated evaluation which will close the rating period for an employee who is transferred or promoted out of their department during a rating cycle.
Supervisors and managers are also responsible for establishing Major Goals and Job Expectations for employees newly hired, transferred or promoted into their department at any point during a rating cycle.
For further information or to view frequently asked questions and detailed procedures about conducting the PES, please visit the Employee Applications link via WP Connect or the Human Resources Website.
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