Performance Management - FAQ's
- What should we do about employees who become belligerent during the annual performance evaluation?
- How can an employee's cooperation skills be objectively evaluated? Isn't cooperation a highly subjective concept?
- It seems like some employees are not staying current in our field, and this may reduce our unit's ability to be effective. s there a way to mandate continuing education?
- Are we required to use the Classified Staff Report of Appraisal form?
- Do employees really require an annual review?
- Isn't a formal evaluation pretty pointless for truly outstanding employees?
- What happens if a classified employee disputes the performance appraisal rating?
1. What should we do about employees who become belligerent during the annual performance evaluation?
Holding only one evaluation session each year may cause unnecessary anxiety for both the supervisor and the employee. There are a couple of options to consider. First, less formal monthly or quarterly feedback sessions can provide valuable input in a less stressful manner. Another option is to ask the employee to create measurable performance standards at the beginning of the evaluation period and to provide periodic progress reports.
2. How can an employee's cooperation skills be objectively evaluated? Isn't cooperation a highly subjective concept?
Cooperation is an essential component in an effective team-based environment, but it may be difficult to measure. One option to consider is asking the employee and the employee's colleagues to document examples of the employee's efforts to build and maintain relations in order to complete projects or address problems.
3. It seems like some employees are not staying current in our field, and this may reduce our unit's ability to be effective. s there a way to mandate continuing education?
If staying abreast of specialized knowledge is critical to solid job performance, job knowledge should be given significant weight in the evaluation process. Demonstration of new knowledge may be evaluated by satisfactory completion of academic course work, a brief written summary of the major concepts discussed during a professional conference, or a product (a manual or a new procedure) created as a result of reading in the field.
4. Are we required to use the Classified Staff Report of Appraisal form?
No, departments may create their own evaluation too. But are strongly encouraged to consult with Human Resources to ensure that the evaluation tool complies with ABOR standards.
5. Do employees really require an annual review?
Yes, ABOR policy and Human Resources Policy #501.0 mandate an annual evaluation. Failure to complete an annual employee evaluation may significantly reduce department flexibility with promotions, discipline, pay and layoffs.
6. Isn’t a formal evaluation pretty pointless for truly outstanding employees?
Not at all. Formal evaluation for outstanding performance can be highly motivating for high achievers. Failure to acknowledge this performance may actually result in declines for future performance.
7. What happens if a classified employee disputes the performance appraisal rating?
If the dispute cannot be resolved informally, the employee may initiate a dispute resolution request as outlined in Classified Staff Human Resources Policy 406.0.
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