work plan established within 30 days of starting in the position or when job duties change significantly.
A work plan is a specific course of action outlining the significant responsibilities and duties consistent with the employee's job description. Performance expectations are the objective measures or criteria used to measure job performance. The work plan must be reviewed or updated at least annually.
Managing involves coaching and reinforcing employee progress toward achieving performance expectations. Supervisors should provide employees with ongoing feedback about their job performance. Supervisors also must conduct an informal interim performance review within six months of an annual review or within six months of establishing an initial work plan. Supervisors do not need to complete a Performance Evaluation Form for an interim review, but they should document:
Any performance expectations set out in the work plan that are not being met;
Steps the employee must take to correct performance deficiencies; and
The date that the review took place.
Employees whose appointments are effective on or before October 1st in a given year are eligible to be considered in that year's performance review, which is normally conducted in the Spring. OHR will forward to each Administrator/Manager/Supervisor the annual review guidelines, salary budgets, and individual worksheets for the departments under his or her jurisdiction. A supervisor must be notified by OHR 30 days in advance that an employee's performance appraisal is due. The supervisor must inform the employee regarding the evaluation. In preparation for the evaluation, the supervisor may invite the employee to prepare a self-evaluation.
After reviewing an employee's self-evaluation and completing the Performance Evaluation Form, the supervisor must schedule an evaluation meeting. At the evaluation meeting, the supervisor must:
Identify and discuss good performance;
Identify and discuss performance that needs improvement;
Review the employee's ratings on job performance factors; and
Review the extent to which the employee was successful or unsuccessful in meeting goals and accountabilities set out in the employee's work plan.
KSU uses the following four-level rating scale:
The employee's performance EXCEEDS the defined expectations. The employee