Human Resources Manual
| Policy No.: | 6-3 | This policy applies to: | |
| Policy Name: | Performance Standards & Ratings |  |
Non-exempt staff |
| Effective Date: | 08/01/04 | |
Exempt staff |
| Revised: | Faculty | ||
Policy
Performance Standards
The performance standard provides a benchmark against which to evaluate work performance. While the job description describes the essential functions and the tasks to be done, the performance standard defines how well or at what level each function or task must be performed in order to meet or exceed expectations. The employee should understand what counts as a “job well done” in the mind of the manager.
Standards of performance are usually:
- explained to new employees within the first month on the job.
- clarified and reinforced continually as performance is discussed
Performance Goals
Performance goals are future oriented targets for change. They can be projects to be completed or a change in current functioning or performance that is expected.
Ratings
Loyola University New Orleans specifies general criteria for the five appraisal ratings. These ratings describe the level of performance of the individual employee compared to the job requirements, the manager’s standard of performance, and any goals established.
| A+ | Far exceeds all established goals/expectations for the position |
| A | Usually exceeds all established goals/expectations for the position. |
| B | Meets and sometimes exceeds established goals/expectations for the position. |
| C | Sometimes does not meet expectations; performance requires improvement. |
| D | Does not meet expectations for the position; deficiencies must be addressed. |
