The annual performance evaluation process provides a regular, recurring opportunity to recognize achievement, offer constructive criticism and enhanced guidance to encourage individuals to excel to their potential, inform them of their progress in meeting goals and objectives associated with the position they hold, and establish goals for the year ahead.
All future evaluation periods will cover work performance from March 1 – April 30 of each year. All full-time and part-time, benefit-eligible staff should be evaluated annually. This includes regular and fixed-term employees who are a 50% FTE and above.
Performance evaluations will be managed in Workday as of March 2020. All evaluations must be completed and submitted via Workday by Friday, May 1, 2020.
The following steps are guidelines for conducting the performance evaluation:
- Job Description - The supervisor MUST review the most recent job description on file. This will help to ensure that the performance evaluation is tied to the major responsibilities associated with the position. The supervisor updates the job description (JD) using the JD template.
- Self-Evaluation - Both the supervisor and the employee should complete their self-evaluation sections in Workday. Once they submit their self-evaluation to their supervisor, a face-to-face meeting should be scheduled before the designated deadline.
- Face to Face - During this meeting/personal conference, the supervisor and the individual being reviewed jointly discuss each core competency, reaching consensus, if possible, on those areas that are stronger, as well as those in which improvement is needed. During this meeting, the updated job description should be reviewed, discussed, and signed.
- Complete Evaluation - The completed evaluation will be submitted via Workday.
To assist managers in establishing clearer and more measurable goals, we use the SMART Goals Guide, which will help determine and better assess one’s performance/success going forward.
SMART is an acronym that you can use to guide your goal setting. To make sure your goals are clear and reachable, each one should be:
- Specific (simple, sensible, significant)
- Measurable (meaningful, motivating)
- Achievable (agreed, attainable)
- Relevant (reasonable, realistic and resourced, results-based)
- Time bound (time-based, time limited, time/cost limited, timely, time-sensitive)