Performance Evaluation Guidance for Classified Staff
Please follow the performance evaluation guidance you received directly in your email. Different employee types follow different guidance.
This year, Mason’s performance review process will look different as we continue the transformation of our performance management process. As many of you may be aware, Human Resources partnered with Accenture and key university stakeholders to assess and improve the performance management process at Mason. Through this partnership, we identified areas of opportunity and developed an implementation roadmap to enhance employees’ experience and engagement in performance management.
The transformation of our performance management process will occur in stages, with the first changes implemented in the last evaluation cycle for the 2021-2022 performance period and continuing for the 2022-2023 performance period as we realign to a new classified staff evaluation cycle of April 1 – March 31. Implementing this new cycle will allow Mason to move to a pay-for-performance strategy consistent with President Washington’s vision and align the performance cycle with the state’s budget approval timeline.
We recognize that these changes may create apprehension about how the performance evaluation process and you, individually, may be impacted. We are committed to our continued collaboration and partnership with faculty and staff to successfully implement a change that improves both the process and experience. We thank you in advance for being flexible during this transition. It is our goal, through ongoing communication and training, to ensure that staff, faculty and supervisors are set up for success during this transition and in the future. We will continue to provide updates and support throughout this transition.
Anticipated Changes to the Performance Management Process
As we continue the transformation of the performance management and evaluation process, anticipated changes include:
- Transitioning the A/P faculty and classified staff evaluation cycle dates to
April 1 – March 31
- Redesigning evaluation ratings/criteria
- Rating on performance capabilities rather than individual job functions
- Reducing the number of competencies included in the evaluation by including them with the rated performance capabilities
- Defining expectations of managers and their role in engaging, inclusive, and timely performance management practices
- Expanding performance management and self-evaluation resources for faculty, staff and supervisors
- Updating MasonLEAPS to implement the new system and process
- Enhanced training for supervisors, staff and faculty
2022 – 2023 Performance Evaluations
- All classified staff hired before December 31, 2022
- Supervisors and indirect managers of participating classified staff
What Classified Staff Need to Know
- Performance evaluations are anticipated to open March 1, 2023.
- The evaluation period is October 25, 2022 – March 31, 2023.
- Classified staff will follow the same online process as last year.
- Self-evaluations are required for all classified staff this year.
- Completed evaluations are due May 8, 2023. Supervisors and indirect managers (reviewers) are expected to ensure that each step of this process is completed on time.
The performance evaluation cycle to be evaluated is October 25, 2022 – March 31, 2023. Participating classified staff members and their supervisors are required to adhere to the due dates below.
|Step 1||Step 2||Step 3||Step 4||Step 5|
|Supervisor Review||Reviewer Review
|Supervisor Sign-Off||Employee Sign-Off|
A one-on-one meeting between the employee and supervisor is encouraged to take place between Steps 3 and 4. The employee’s evaluation will become visible to them in MasonLEAPS once their supervisor completes the sign-off step.
Performance Evaluation Initiation
All participants will receive an email from MasonLEAPS inviting them to begin the performance evaluation process by completing their self-evaluation. Email notifications and reminders are sent automatically at each step in the performance evaluation process. We recommend that a copy of the self-evaluation and the supervisor evaluation be saved when each step is submitted.
Acknowledgment of Extraordinary Contribution
Any classified employee who receives an overall “Outstanding” rating, which equates to the state’s “Extraordinary Contributor” rating, must have an Acknowledgment of Extraordinary Contribution form on file with the HR Performance Management team prior to submitting the evaluation. Questions about this requirement and the form can be submitted to email@example.com.
Probationary vs. Annual Performance Review
The online performance management system does not currently allow the probationary review to take the place of an annual performance review. The probationary review process is still on paper; these forms should be submitted to firstname.lastname@example.org. All classified staff hired before December 31, 2022 must have both their probationary paperwork and their online annual performance review submitted as scheduled.
HR allows certain exemptions for those individuals with a language barrier or other extenuating circumstances. Please reach out to email@example.com for these specific requests.
The Performance Evaluation hub is available to help you navigate the process and stay up to date on the latest announcements. For detailed information on the changes to this year's performance evaluation cycle, you can view this presentation.
Additional job aids are available for your convenience under the "How-To Guides" section on the MasonLEAPS homepage. If you have questions, please contact firstname.lastname@example.org.
Related: Performance Evaluation Guidance for Administrative/Professional (A/P) Faculty