Common use of PERFORMANCE EXPECTATIONS & EVALUATIONS Clause in Contracts

PERFORMANCE EXPECTATIONS & EVALUATIONS. Supervisors/managers should provide employees with a job description and related performance expectations during employee onboarding and consistently through employ. The job description should be reviewed with the employee to ensure that it accurately reflects current responsibilities and expectations. ▇▇▇▇▇▇▇ State University has established a system of performance evaluation for all Staff employees that is consistent and continuous and emphasizes communication between supervisors and employees. This performance evaluation system shall be for the purpose of career development, making decisions regarding transfer, promotion, demotion, retention, supervisory assistance, employee training and development, and for consideration in salary (based on availability of funds). The supervisor/manager shall evaluate all Staff employees in a systematic manner at specified time intervals, but no less than once each year, to assess and ensure optimal employee performance, document acceptable and unacceptable performance, and to assist in performance improvement planning for employees performing below standards or below capability. An employee within their provisional period should be evaluated at least once prior to the completion of the provisional period. Please note that counseling an employee and holding them accountable for performance of assigned duties and responsibilities and/or behavior/conduct do not constitute harassment or an act of creating a hostile or intimidating environment. In January of 2022, the university migrated to the OneUSG ePerformance module as its system of record for performance evaluations. This digital system for evaluations is not the official evaluation tool for ▇▇▇▇▇▇▇ State University. Completed evaluations, electronically signed by two levels of supervision (immediate and secondary) and the employee, are to be submitted in the ePerformance module upon completion and will become part of the employee’s personnel record. Employees have 30 days from the date of signature on the evaluation to include any comments with the evaluation. Performance evaluations are not subject to the employee grievance process.

PERFORMANCE EXPECTATIONS & EVALUATIONS. Supervisors/managers should provide employees with a job description and related performance expectations during employee onboarding and consistently through employ. The job description should be reviewed with the employee to ensure that it accurately reflects current responsibilities and expectations. ▇▇▇▇▇▇▇ State University has established a system of performance evaluation for all Staff employees that is consistent and continuous continuous, and emphasizes communication between supervisors and employees. This performance evaluation system shall be for the purpose of career development, making decisions regarding transfer, promotion, demotion, retention, supervisory assistance, employee training and development, and for consideration in salary (based on availability of funds). The supervisor/manager shall evaluate all Staff employees in a systematic manner at specified time intervals, but no less than once each year, to assess and ensure optimal employee performance, document acceptable and unacceptable performance, and to assist in performance improvement planning for employees performing below standards or below capability. An employee within their provisional period should be evaluated at least once prior to the completion of the provisional period. Please note that counseling an employee and holding them accountable for performance of assigned duties and responsibilities and/or behavior/conduct do not constitute harassment or an act of creating a hostile or intimidating environment. In January Performance Evaluation Forms are available through the Department of 2022, the university migrated to the OneUSG ePerformance module as its system of record for performance evaluations. This digital system for evaluations is not the official evaluation tool for ▇▇▇▇▇▇▇ State UniversityHuman Resources. Completed evaluations, electronically signed by two levels of supervision (immediate and secondary) and the employee, are to be submitted in the ePerformance module to Human Resources upon completion completion, and will become part of the employee’s personnel record. Employees have 30 days from the date of signature on the evaluation to include any comments with the evaluation. Performance evaluations are not subject to the employee grievance process. Note: In January of 2022, the university plans to migrate to the OneUSG ePerformance module. This digital system for evaluations will become the official evaluation tool for ▇▇▇▇▇▇▇ State University at that time. This section will be updated after implementation.

PERFORMANCE EXPECTATIONS & EVALUATIONS. Supervisors/managers should provide employees with a job description and related performance expectations during employee onboarding and consistently through employ. The job description should be reviewed with the employee to ensure that it accurately reflects current responsibilities and expectations. ▇▇▇▇▇▇▇ State University has established a system of performance evaluation for all Staff employees that is consistent and continuous continuous, and emphasizes communication between supervisors and employees. This performance evaluation system shall be for the purpose of career development, making decisions regarding transfer, promotion, demotion, retention, supervisory assistance, employee training and development, and for consideration in salary (based on availability of funds). The supervisor/manager shall evaluate all Staff employees in a systematic manner at specified time intervals, but no less than once each year, to assess and ensure optimal employee performance, document acceptable and unacceptable performance, and to assist in performance improvement planning for employees performing below standards or below capability. An employee within their provisional period should be evaluated at least once prior to the completion of the provisional period. Please note that counseling an employee and holding them accountable for performance of assigned duties and responsibilities and/or behavior/conduct do not constitute harassment or an act of creating a hostile or intimidating environment. In January Performance Evaluation Forms are available through the Department of 2022, the university migrated to the OneUSG ePerformance module as its system of record for performance evaluations. This digital system for evaluations is not the official evaluation tool for ▇▇▇▇▇▇▇ State UniversityHuman Resources. Completed evaluations, electronically signed by two levels of supervision (immediate and secondary) and the employee, are to be submitted in the ePerformance module to Human Resources upon completion completion, and will become part of the employee’s personnel record. Employees have 30 days from the date of signature on the evaluation to include any comments with the evaluation. Performance evaluations are not subject to the employee grievance process.