Human Resources Manual
| Policy No.: | 6-4 | This policy applies to: | |
| Policy Name: | Performance Evaluation |  |
Non-exempt staff |
| Effective Date: | 08/01/04 | |
Exempt staff |
| Revised: | Faculty | ||
Policy
The performance evaluation is a means by which the supervisor summarizes, assesses the work performance of an employee and gives suggestion for future development. Supervisors are strongly encouraged to discuss job performance and goals with employees on an informal, day-to-day basis.
Formal performance evaluations are conducted to provide both supervisors and
employees the opportunity to look back over the previous year’s accomplishments,
discuss job tasks, identify and correct weaknesses, encourage and recognize strengths,
and discuss positive, purposeful approaches for meeting goals.
The performance evaluation lays the foundation for any merit-based pay adjustments
that may be awarded by Loyola University New Orleans. In order to ensure
that each employee receives at least annual performance feedback, merit increases
will not be processed through payroll unless a written annual performance
evaluation has been received in Human Resources.
Procedure
The performance of all employees is generally evaluated according to an ongoing 12-month cycle, based on the fiscal year. The evaluation period is August 1 through July 31.
New employees receive evaluations to determine progress in learning jobs and meeting performance expectations after 90 days if non-exempt staff and after 180 days if exempt staff.
There are four Performance Evaluation forms from which to choose. Managers should choose the form that he/she feels best encourages constructive communication about performance. Each follows the performance management model. In writing the performance evaluation, consider these questions:
- How does this position contribute to the overall mission and core values of the department and of the University?
- Is the individual performing the job described in the job evaluation?
- How does the level of performance compare with the performance standards for this function, task, goal, or initiative?
- How was the level of performance confirmed? What did you see the employee doing? What do analytical reports or work products show?
- What were the consequences, results and impact of the performance?
- How can the employee improve performance and develop new knowledge and skills?
Click here for downloadable versions of the performance evaluation forms. Each form includes space to write your comments in support of the ratings that you give to the employee's performance as well as space for the employee to comment.
A Cover Sheet should accompany each completed performance evaluation form.
