Performance Evaluation System
TEXAS WOMAN’S
UNIVERSITY
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.
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
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.
The cycle will end on
December 31. January 1 begins new cycle Supervisors and Employees meet throughout the year November 1-15 Employees submit self evaluations November 15-30 Supervisors complete evaluations December 1-15 evaluations routed to Dept
Heads January 1 Evaluations
Supervisors: Track employee performance
successes and short comings.
Supervisors & Employees: Should any
problems arise concerning the employee’s
performance…discuss immediately.
S Specific
M Measurable
A Agreeable
R Realistic
T Timely
◦
Reference
department goals
and objectives
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
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)
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)
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
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.
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%
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
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 self-development initiatives
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
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
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.
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
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
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
After all departmental evaluations are completed by the supervisor;
•The supervisor will forward the
completed signed evaluation forms, self-evaluation 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 mozuna@twu.edu
Supervisor completes
Performance Evaluation Process
All completed forms are sent to next level supervisor
Next level supervisor approves, signs and forwards forms to HR
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)
If the employee is
surprised by their
performance
rating, you may
have failed to
provide adequate
feedback during
year.
A rating of “outstanding” should be given to
any employee who does
FAR MORE
than is
A performance
rating of “Exceeds
Expectations”
should be given to
any employee who
does more
than is
A performance rating of “Meets
Expectations” should be given to employees
who have
satisfied the expectations
of the
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
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.
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
