|
You are here:
TWU Human Resources
>
Employee Advocacy & Performance Management >
New Staff Performance Evaluation Info
Employee Advocacy and Performance Management
Frequently
Asked Questions
Frequently
Asked Questions for the Performance Evaluation System
How do I create a Task List for my
job?
Work with your supervisor
to create a list of specific duties for your position and
document the items. Contact the OHR if assistance is needed.
Sample task lists are posted on the HR Website under the New
Performance Evaluation information page.
Will new employees receive
Performance Evaluations?
If an employee is hired on or before
October 1st they will received a performance
evaluation for the current review cycle.
Does everyone have access to online
Job Descriptions?
Later this year job
descriptions will be accessible on line and an announcement of
this will be made. In the interim you can obtain copies of job
descriptions by sending a request to either Estela Long at
ELong@mail.twu.edu or Brooke Dow at
BDow@mail.twu.edu with the titles of the job descriptions
you need.
Do we know when this
program will be computerized?
Later this year all forms
and processes will be online. Human Resources will be working
diligently with the selected vendor to install software and
automate the process as quickly as possible.
What if my supervisor
rates me more strictly than supervisors in other departments?
This would cause me to get less of a Merit increase even though
I am doing the same or better work than other employees.
Supervisors will be
reporting their recommendations for the employee’s ratings up to
the Divisional level. Divisional Vice Presidents will be
accountable for assuring consistency in ratings between
departments in their area.
Anytime that an employee
feels that they have been unfairly evaluated they have the right
request a review of the ratings at the next higher level of
management.
If after asking for the
review at a higher level of management, the employee still does
not believe their ratings are fair, they are encouraged to
contact the Office of Human Resources for assistance.
Are there any plans
for employees to evaluate their supervisors or managers?
There is not a formalized
process in this plan.
How will the
weighting on the evaluations work?
The supervisor or manager
in conjunction with the employee will decide the relative
importance of the two sections of the Performance Evaluation.
For some positions Performance Criteria (knowledge, skills, and
abilities) will have more importance than Key Objectives (goals,
assignments, and self-development) and so will have a higher
weight. For other positions the attainment of Objectives will
be more important than the Performance Criteria and so it will
be weighted higher in the overall score. We would suggest that
neither section be rated any lower than 30%.
What are the
schedules for the performance cycle?
–
January 1 – January 31st 2008: Supervisors
meet with employees to set goals and start the performance
planning process.
–
Throughout the year Supervisors meet with employees at
regular intervals to review progress or discuss changes.
–
November 1st -15th 2008: Employees
submit self evaluations to supervisor.
–
November 15th – 30th 2008:
Supervisor completes evaluations and present to employee. Goals
and objectives for upcoming year discussed.
–
December 1st – 15th 2008:
Evaluations routed to Department Head for review and approval.
–
January 1, 2009: Evaluations due to HR and the
performance planning process starts again.
What are some
examples of SMART goals?
–
Performance standards can be defined with the SMART
model:
·
Specific:
with enough detail to be clear
·
Measurable:
use quantitative goals when available, use milestones, use
thoughtful judgments
·
Attainable:
realistic in terms of employee's control, timeframe, and
resources available
·
Reasonable:
realistic in terms of what can really be achieved
·
Time-based:
with dates set for achieving milestones, results, completion
–
For example:
·
Deliver professional seminars according to departmental training
standards.
·
Departmental filing is kept current.
·
Record requests are filled within one hour.
·
Build and maintain positive and effective working relationships
with clients.
·
Seminars or conferences meet or exceed goals and be within
budget.
·
Increase membership by 10%.
·
Distribution of agendas for department meetings in a timely
basis.
·
Submission of all expense reports and travel expenses prior to
the end of the month when they were incurred.
Other Examples include:
· Complete
the employee orientation workbook by March 31, incorporating
input from all areas and preparing a content list by February 15
for review by the advisory committee.
·
Learn desktop publishing techniques to produce the departmental
newsletter. Complete training sessions within the next two
months and produce a draft of the spring newsletter by March 1.
·
Increase number of tests performed daily from 5 to 7.
Investigate new instrumentation to improve the accuracy of
testing and make recommendations to task force to purchase new
instrumentation.
·
By July 1, a new file system for survey responses will be
developed and all office staff will be trained to use and
understand the system.
·
Meet with staff monthly, responding to their needs, addressing
their concerns, explaining policies and assisting them with
problem solving.
Frequently Asked Questions for
the Merit Pay Program
How do I earn Merit Pay?
Everyone who is covered under the Performance Evaluation system
has the opportunity to earn Merit pay. The top three evaluation
categories are all eligible for Merit pay. Realizing that the
job requirements and duties in your job description are the
criteria for the “Meeting Expectations” rating, you can work
with your supervisor to determine additional opportunities for
you to perform and earn ratings of “Exceeding Expectations” or
“Outstanding.”
Will the Merit Pay increase be a lump sum amount?
No the Merit increase will be added to your regular salary and
paid on a monthly basis.
Will the Merit pay increase be based on the $40K average
salary?
The figure used in the presentation is the average salary for
all staff employees at TWU. The individual pay increases will
be figured based in the employee’s annual salary.
Will new employees be eligible for Merit increases?
If an employee is hired on or before August 31st,
they will be eligible to participate in the Merit Increase
program based on the following table.
|
Jan |
Feb |
Mar |
Apr |
May |
Jun |
Jul |
Aug |
Sep |
Oct |
Nov |
Dec |
|
75% |
75% |
75% |
75% |
50% |
50% |
50% |
50% |
0% |
0% |
0% |
0% |
If an employee is continuing their education (i.e.
bachelors, masters, or specialized certification) would that be
a consideration for merit pay? If so will it be up to the
individual department or would the university recognize this
achievement?
There is no program in place to recognize this achievement by
the university. However, the furthering of your education or
taking courses that enable you to meet the minimum requirements
for your position as stated in the job description may be part
of the goals that are set for you as an individual and would
benefit you in this situation.
If you change positions or departments on campus will you
take the merit increase with you to the new position?
Yes, once the merit increase has been granted it becomes a part
of your base salary. It will be tracked separately in the
payroll system.
Will I still get the merit pay if I am working in a
different position or department on the effective date
(September 1) than I was working when I earned the increase?
Yes, your merit pay will be a part of your base salary
regardless of where you are employed at TWU.
What happens if I am earning more in my new position than
I was making in the previous position. Will the percent of my
pay increase be based on the salary I was earning in December or
the salary I am earning on September 1?
The merit increase will be based on your December 1 salary.
How will an employee know which category their score will
place them?
Score ranges for the three categories that will have merit pay
pools will be published when they are finalized.
What if my supervisor rates me more strictly than
supervisors in other departments? This would
cause me to get less of a Merit increase even though I am doing
the same or better work than other employees.
Supervisors will be reporting their recommendations for the
employee’s ratings up to the Divisional level. Divisional Vice
Presidents will be accountable for assuring consistency in
ratings between departments in their area.
Anytime that an employee feels that they have been unfairly
evaluated they have the right request a review of the ratings at
the next higher level of management.
If after asking for the review at a higher level of management,
the employee still does not believe their ratings are fair, they
are encouraged to contact the Office of Human Resources for
assistance.
Will I loose my merit pay if something happens and I am
not able to continue to perform at the same standard as I was
performing when I earned the merit increase?
No, once you have earned the merit increase it will not be
denied - unless you are placed on a properly administrated Final
Written Warning based on work performance.
Will an employee be given their Merit increase if their
performance has declined and they are in the progressive
discipline system and received a written warning before the
effective date of September 1?
Yes, the merit increase will be based on their performance at
the end of the review cycle, December 31. Unless, during the
waiting period, they have received a properly administered Final
Written Warning based on work performance.
Will I receive the merit increase I earned in 2008 if I
terminate before the effective date of September 1, 2009?
No, you must be actively employed on the effective date to
receive the merit increase.
How will I know if my overall score will qualify me for a
merit increase?
The ranges of the scores for each performance category will be
published before the end of the review cycle.
How will I know the amount of a merit increase I will
receive?
The amount of the merit increase will be dependent upon the
amount of monies that is budgeted for each of the category pools
and on the number of employees who are in each category. The
percentages will be publicized prior to the effective date.
|
