New Staff Performance Evaluation System

1
New Staff Performance Evaluation System

• Student Life Employee forum
• Test Group

2
Benefit From Being the Test Group

• Your participation will have a direct impact on
  this important, University-wide project.
• You will have an opportunity to get a hands-on
  look at how the new staff performance evaluation
  system will work.

3
Purpose of the New Staff Performance Evaluation
System

• Identify specific indicators of achievement
• Stimulate improved performance
• Link individual performance to TWUs mission
• Develop mutually established goals
• Increase employer/employee communication
• Aid in promotion, retention and salary decisions

4
What Role Will You Play?

• Student Life employees are encouraged to take
• an active role in the performance process by
• Participating in performance management meetings
  with your supervisor.
• Offering constructive feedback to your supervisor
  and Human Resources about the new process and
  forms via surveys and roundtables

5
Frequently Asked Questions

• Q Why is the University going to a new staff
• performance evaluation system?
• A To better identify specific indicators of
  achievement, stimulate improved performance, link
  goals and objectives for individuals to
• department, divisional and University goals
  and objective, and increase employer/employee
  communication.

6
Frequently Asked Questions

• Q Why was Student Life selected to be the test
  group?
• A We felt Student Life employees could offer
  thoughtful, constructive feedback on this project
  and as a group you have been the most
  disconnected from the project development

7
Frequently Asked Questions

• Q How long will the test review period last for
  Student Life?
• A The testing period for Student Life will begin
  September, 2006 and run through May, 2007.
• Q Will I receive a merit increase at the end of
  this test period?
• A No, there will be no merit increase tied to
  this evaluation, however, your feedback will be
  instrumental in finalizing the actual program.

8
Frequently Asked Questions

• Q What is a merit raise?
• A A merit increase under the new system is the
  salary increase amount an employee receives based
  on her/his job performance. In some instances,
  the merit amount an employee earns through
  performance may be in addition to a yearly
  across-the-board increase or a salary market
  adjustment.
• Q What is a performance criteria?
• A Performance criteria indicate the employees
  performance and utilization of knowledge, skills
  and abilities.

9
Frequently Asked Questions

• Q What is an importance level?
• A An importance level is given to each
  performance criteria and object on the evaluation
  form to show the weight or importance of that
  particular performance criteria or objective
  relevant to the employees position.
• Q Will the merit increase amounts be the same
  each year?
• A Probably not Due to the above mentioned yearly
  budget review process, the amounts and budget for
  the overall performance categories will vary from
  year to year.

10
Frequently Asked Questions

• Q What is the Overall Performance Evaluation
  Rating and how will it affect the amount of my
  merit increase?
• A The Overall Performance Evaluation Rating is
  derived from the points earned on the evaluation
  form. A formula is used to calculate this total.
  The rating number will fall into one of five (5)
  overall rating categories. Each category will
  be assigned a percent increase amount with the
  minimum being 0 to a maximum that will be
  determined each fiscal year.

11
Frequently Asked Questions

• Q How much will my first merit raise be under the
  new system?
• A The merit amount for each year will depend on
  the amount of funds available for all increases
  and is based on the current and projected
  University budget, student head-count and
  financial conditions as determined by University
  leadership.

12
Frequently Asked Questions

• Q Will the merit increase amounts be the same
  each year?
• A Probably not Due to the above mentioned yearly
  budget review process, the amounts and budget for
  the overall performance categories will vary from
  year to year.
• Q When will the university start using the new
  system?
• A September 1, 2007.
• Q Once the new system is rolled-out
  university-wide, when would I see a merit
  increase on my pay check?
• A Merit increases based on the September 1, 2007,
  roll-out date will be reflected on the October,
  2008 pay check.

13
Frequently Asked Questions

• Q Will everyone be eligible for a merit increase?
• A While all employees may not be eligible for a
  performance based merit increase, the University
  currently plans to continue certain
  across-the-board increases and market
  adjustments.
• Q Will the University move to a 100 merit based
• increase system?
• A This is a strong possibility and will be based
  on the success of and feedback from this program.
• Q Will the University give out cost-of-living
  raises?
• A In addition to merit increase, the immediate
  plan for the University is to continue certain
  across-the-board raises.

14
Frequently Asked Questions

• Q Will there be money to fund merit increase
  every year?
• A Barring any unforeseen events that might
  adversely impact budgets, student head-count and
  University finances, the University is commented
  to providing funds to support merit increases
  each year.
• Q Will I have any say in my performance
  evaluation?
• A Absolutely. Employees are expected to take an
  active role in their performance management by
  participating in supervisor/employee meetings
  where performance standards and goals are
  discussed and set.

15
General Information

• Info will be posted at http//www.twu.edu/humanres
  ources/EAPM/EAPMdefault.htm
• FAQ sheet for Student Life employees is posted
  on-line at http//www.twu.edu/humanresources/EAPM
  /EAPMdefault.htm