HR & Payroll News

Paper-Based Performance Evaluations Instructions and Guidance for Select Faculty and Staff

 

Please follow the performance evaluation guidance you received directly in your email. Different employee types follow different guidance. This memo serves as a reference if you received this guidance in your email.

 

This memo outlines the 2021 performance evaluation cycle for your group. Performance evaluations and communicating performance feedback is essential. Taking the time to have conversations about performance, successes achieved, goals for the future, and what is supporting or hindering an individual’s success promotes greater connection to their work, increased engagement in the workplace, and higher levels of productivity.

 

Participants

  • Classified staff hired prior to July 25, 2021
  • Administrative and professional (a/p) faculty hired prior to April 1, 2021
  • Supervisors and indirect managers of above indicated groups

 

Why are Performance Evaluations Important?

Performance feedback is important year-round as both positive and constructive feedback supports professional and personal development. Performance evaluations:

  • Help memorialize results for the past year and help determine goals for the next year.
  • Promote engagement and motivate faculty and staff because time is taken to reflect on successes and strategize for future growth opportunities.
  • Facilitate conversations exploring employee strengths, new approaches, and clarify performance expectations.

 

How are Performance Evaluations Completed?

 

Instructional and Research (I/R) Faculty

Academic units will receive information from their dean/director regarding the evaluation process, procedures, and deadlines in accordance with the Faculty Handbook.

 

Administrative and Professional Faculty

You will continue your performance evaluation process per usual using the forms located in the Performance Evaluations section on the Forms page and Performance Evaluation Hub. Please use the updated form combining the self-evaluation and the supervisor evaluation.

 

We continue to work toward transitioning to our online performance evaluation system and have included a few more units this performance cycle with the goal of launching it even more widely for the 2022 performance cycle.

 

Classified Staff

You will continue your performance evaluation process per usual using the forms located in the Performance Evaluations section on the Forms page and Performance Evaluation Hub. On the Forms page and in the Performance Evaluation Hub, you can find rating definitions, evaluation, self-assessment, and “Acknowledgement of Extraordinary Achievement” forms.

 

We continue to work toward transitioning to our online performance evaluation system and have included a few more units this performance cycle with the goal of launching it even more widely for the 2022 performance cycle.

 

A few key points for supervisors:

  • Self-Evaluations
    • It is at the manager’s discretion to require self-evaluations as they are not required by the Department of Human Resources (DHRM). However, we strongly encourage managers to make this a standard part of the performance evaluation process.
    • Please provide employees ample time to complete a self-evaluation (at least two weeks in advance of the performance evaluation meeting is recommended), allowing time to review and consider the self-evaluation when completing the performance evaluation.
  • Exceptional or Unsatisfactory Ratings
    • Prior to giving an exceptional rating on the performance evaluation, employees should have received at least one “Acknowledgement of Extraordinary Achievement” submission during the performance cycle. Please note that receiving such an acknowledgement does not guarantee an overall rating of “exceptional.”
    • Please contact the Employee Relations team at 703-993-3878 if you need assistance or are considering an unsatisfactory rating for an employee.

 

Evaluation Dates and Due Dates

Please check the dates you received in your email.

 

Questions

  • Individual consultations on how to maximize the performance evaluation process can be scheduled by contacting the Employee Relations team at 703-993-3878.
  • Frequently asked questions (FAQs) are available in the Performance Evaluation Hub. If you have additional questions, please email workplan@gmu.edu or call 703-993-2600.

 

Submitting Performance Evaluations Electronically

Please read below for important notes on submitting performance evaluations electronically:

  • During this evaluation cycle, electronic signatures will be accepted.
  • If submitting a performance evaluation electronically, a hard copy of the evaluation does not need to be submitted at this time.
  • Please keep any originals at the department in case we need to review at a later time.
  • When submitting performance evaluations electronically to workplan@gmu.edu, please use the subject line: “Completed Performance Evaluations 2021.”

 

Core Competencies

  • Both the a/p faculty and classified staff evaluation forms for the 2021 cycle include Core Competencies.
  • Core Competencies are defined as strategic business objectives to achieve goals set by the university. They may also include behavioral competencies that are critical to the employee’s success.

 

Managing Risk and Hazards

Environmental Health & Safety has requested that managing risk and hazards are included as part of the performance evaluation process.

  • Employee Work Profiles (EWPs) should include whether the position is designated and/or serves as a safety liaison.
  • A/p faculty position descriptions and classified staff EWPs should include a statement “identifying and managing work-related risks” within the Confidentiality and Compliance section.

 

Thank you for your support and effort in completing your performance evaluations.