TEXAS WOMAN'S UNIVERSITY
TWU HUMAN RESOURCES OPERATING POLICY

50.01

SUBJECT:                Staff Employee Performance Management
 

DATE PASSED:          October 8, 1998

DATE REVIEWED:    Currently Under Review

REVIEW NEXT BY:

PURPOSE

The purpose of this Texas woman's University Operating Policy and Procedure is to establish the guidelines for classified and administrative and professional employee performance management and evaluation.

Performance evaluation is based on the premise that every individual is capable of improving performance.  The probability that improvement will occur is increased when evaluation is carried out systematically and in accordance with careful planning, conscientious follow-through, and careful assessment of results.

Secondly, and evaluation process is to encourage effective job performance and to stimulate the professional growth of employees.  The evaluation is a management tool to enable the supervisor and employee to identify areas of job performance, which need improvement, and to observe the improvement is such areas of need.  The evaluation meeting is an opportunity for managers to establish or re-affirm information regarding job standards and expectations.  Evaluations are a management tool to review and agree upon the task associated with the employee's position.

Procedures

1. Each administrator is charged with the responsibility to develop communication procedures and mechanisms as may be necessary to communicate job standards and other work criteria to employees under the administrator's charge and to provide each employee with periodic feedback regarding work performance.
    

2. A Supervisor's Guide to Performance Management-Development for Classified Employees and a Performance Management-Development For professional and Administrative Employees Guide and performance evaluations are included in this policy to assist in the fulfillment of this charge.  Additional information on preparing and conducting performance evaluations is located on the OHR website.
   
   The Office of Human Resources (OHR) will send annual performance evaluation reminders to administrators.
    

3. Supervisors are responsible for completing a performance evaluation at least once per year for each regular employee under change.  It is recommended that performance evaluations be completed
   a.  within the first six months of employment;
   b.  within six months after a promotion;
   c.  once each year; and
   d.  three months after the employee receives a Below Standard or Unsatisfactory
        overall evaluation.
    

4. Each administrator will utilize the Performance Management-Development procedures and forms available within this policy and on the OHR website.  Administrators may utilize any other communication device appropriate to accomplish the two-way communications necessary to communicate job standards and other work criteria to employees under the administrators charge and to provide each employee with periodic feedback regarding work performance.  A Self-Evaluation Form is available as an optional part of the performance evaluation.  The recommended schedule for evaluation prescribed in section 3 above does not limit the number of written performance evaluations and administrator may prepare.  an administrator may prepare a written evaluation on an employee whenever it is considered appropriate. 
    

5. It is the responsibility of each department head to distribute this policy to all individuals within the department or division who are responsible for evaluating the work performance of other employees.
    

6. Classified employees will be evaluated using the "Classified Personnel" evaluation form.  Professional and Administrative employees may be evaluated using the "Professional and Administration" evaluation form or divisional vice presidents may develop performance evaluation procedures and forms designed specifically for the divisions management goals, objectives and/or performance standards.  All performance evaluation procedures for professional and administrative employee should be consistent with the purpose, frequency of evaluation, and other criteria established in this policy.  A copy of performance evaluation procedures developed for use within a specific vice presidential division must be reviewed by the OHR prior to use.
    

7. Information contained in this policy and procedure for employee performance evaluation shall not give an participant any right to be retained in the employee of Texas Woman's University.

Approvals:

        Policy Reviewer/Administrator:  Associate Vice President of Human Resources

        Approved:  Vice President for Finance and Administration