Updated Performance Management

for Exempt Staff

Fall 2009

Performance Management – Why?

A good Performance Management process:1.Improves communication;2.Increases staff effectiveness;3.Clarifies jobs and responsibilities;4.Increases staff performance;5.Helps employees work together;6.Establishes common goals & fewer obstacles; and

7.Provides data to document performance.

Performance ManagementKey Elements for an Effective System

• Plan work, set expectations & establish goals

• Evaluate previous performance• Coach and develop• Communicate performance ratings to the employee

• Continually monitor and document performance

• Recognize performance and acknowledge contributions

Overview Exempt Performance Evaluation Project

The following is an overview of the process used in the Performance Evaluation Project :

Objectives & Highlights: Exempt Evaluation Form

• Links performance to the mission of the University

• Creates a fair and measurable process allowing NMSU to link pay to performance

• Assessment areas are applicable to broad constituencies

• Employees have a clear understanding of expectations

• Enhances employee & supervisor interactive process

• Measurable evaluation ratings build a common foundation and consistent process

Optional Self-Assessment Form

• Recommended Use:– Every three years or – When an employee begins a new position

• Employee Communicates:– Key accomplishments, challenges, training, resources needed; and

– Goals and development areas for the coming year from the employees perspective

Major Sections of New Performance Evaluation and

Planning FormSection 1: Evaluation of Past Period’s Performance:1A. Job

Responsibilities1B. Expected

Behaviors1C. Achievement of

Goals1D. Overall

Evaluation

Section 2:Development Plan for the Coming Year:2A. Goals for Coming

Year2B. Development Plan

Section 1A: Assessment of Job Responsibilities

• Job Knowledge• Productivity• Quality of Work• Initiative• Use of Resources• Continuous Improvement

Duties and responsibilities are based on the job description and other duties as assigned.

Section 1B: Assessment of Expected Behaviors

• Customer Service/Focus• Problem Solving• Interpersonal Relations • Teamwork• Collaboration• Professional Ethics

Behaviors describe how the employee acted in performing responsibilities and achieving

goals

Section 1C: Assessment of Achievement of Goals

• Individual goals based on, and linked to, the needs and direction of the unit

• Goals are established and agreed upon at the beginning of the performance year

• Goals expressed as measurable actions and results

Evaluating the Goals from the Past Year - the evaluation is based upon the level of

achievement of goals

Section 1D: Overall Evaluation of Past Period

• Provides an overall evaluation of each of the major categories in Section 1 - Evaluating the Past Year

• Overall evaluation ratings should be supported by appropriate documentation and/or comments

Section 2: Development Plan for the Coming Year

2A: Goals for the Coming Year• Activities outside of regular job duties based on, and linked to, the needs and direction of the department supporting the University’s mission and goals

2B: Development Plan*• Identifies the area of improvement, skill or behavior needed to perform the current job*Follow-Up Review Date-required if development items

indicated

October – November 2009

Develop an Executive Level performance evaluation and planning instrument based on LTV goals

November 2009 – January 2010

Train and present to the University community; develop on-line training that will be accessible to all NMSU sites and locations

November 2009 – February 2010

Develop an electronic version of the exempt performance evaluation to be available on-line

January 2010 Introduce and train the group to pilot the revised Executive Level performance evaluation

February 2010 University-wide implementation of the new exempt evaluation tool & initial pilot of executive evaluation tool

May 2010 Survey the participants who utilized the executive evaluation tool and make modifications accordingly

Timeline for Implementation