New Classified Staff Performance Management Cycle
The following announcement was adapted from an email sent to classified staff on December 13, 2022. More details are coming soon as we approach the new timeline.
As part of Mason's ongoing changes to the performance management and evaluation process, the Virginia Department of Human Resources Management (DHRM) has approved an exception to Policy Number 1.40 – Performance Planning and Evaluation, which allows Mason to change the performance cycle dates for classified staff.
As a result, beginning in 2023, Mason will transition the classified staff performance management cycle to an April 1 – March 31 cycle.
Implementing this new cycle has several benefits, including: less disruption to the beginning of the new academic year, increased efficiency for managers and staff with the aligning of classified staff and administrative/professional (A/P) faculty evaluation timelines, and alignment of the university’s performance cycle with the state’s budget approval timeline.
2023 Performance Management Process
The new anticipated performance evaluation timeline for classified staff and A/P faculty is March 1, 2023 – April 30, 2023. MasonLEAPS will open around March 1, 2023 to kick-off the new cycle. For classified staff, this transition will result in a shortened evaluation period of October 25, 2022 to March 31, 2023. Classified staff and A/P faculty will still only have one formal performance evaluation in 2023. We recognize that this will result in many classified staff and A/P faculty experiencing multiple evaluations and ratings in a 12-month period. We view this as a positive in that employees will experience increased communication and understanding about job expectations and performance – which is responsive to the feedback so many of you have offered.
During the transition period, all new classified staff who start employment with the university (or transfer from another state agency) between July 25, 2022, and December 31, 2022 should complete an evaluation in April 2023.
We recognize that this is a significant change for classified staff and A/P faculty and that there may be concerns on how this strategy will impact the performance evaluation process. We are committed to our continued collaboration and partnership with A/P faculty and classified staff to successfully implement changes that enhance and improve not only the process, but the experience.
We thank you in advance for being flexible during this transition. It is our goal, through ongoing communication and training, to ensure A/P faculty, classified staff, and supervisors are prepared for this transition and can fully engage in this important developmental process. Extensive work has already begun to implement additional training, tools, and resources. We will continue to provide updates and support throughout this transition.