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Performance/Merit Recognition

Performance/Merit Recognition
Suggestion/Problem/Idea:
During the president’s Year of Listening, staff members have asked for ways to not only be recognized and compensated for their hard work, but also to be consistently and fairly evaluated each year. 

Update(s):

  1. At the end of the 2011-2012 academic year, the president charged Human Resources to establish an evaluation system that provides for better differentiation between levels of performance. 
  2. At the beginning of the 2012-2013 academic year, Human Resources launched the “Performance Excellence Initiative”, which focuses on goal development for employees and the introduction of a new format for employee performance evaluations.  (The new performance evaluation tool will include a rating system that differentiates between levels of performance.
  3. Human Resources has begun training sessions for supervisors to aid them with developing specific goals for their employees.


Resolution:

We have implemented a merit based pay system beginning with performance evaluations for 2012. Human Resources conducted a number of educational sessions for supervisors and staff on the new performance appraisal form and process. Merit increases in this system are based on successful completion of goals and performance related to core competencies.  Four performance ratings are used to describe overall performance.