The annual performance evaluation of staff members is a key component of an employee's development. The evaluation is aligned with major job responsibilities and core competencies of each employee's position. The annual performance review at KSU is intended to be a fair and balanced assessment of an employee's day-to-day job performance.

In ensuring the appropriate implementation of the expectations of HB250, KSU has developed a policy (Appendix A) along with a companion evaluation form (Appendix B) to be reviewed and approved by the Board of Regents at its upcoming Board Meeting as deemed appropriate and as timing allows. KSU's proposed policy is for each staff member, full-time and part-time, to have a performance evaluation annually. Appropriate training materials (Appendix C) will also be introduced and presented by the Office of Human Resources (hereinafter "OHR") campus-wide.

Previously, the evaluation process was completed fiscally; however, KSU has transitioned into an annual calendar year evaluation process. The evaluation standards will include deadlines to establish annual goals, mid-year reviews, and end-of-year evaluations. Furthermore, previous evaluations were completed in hard copy, paper format delivered through employee emails in the University's campus announcements. In the 2019-2020 academic year, the staff evaluation process transitioned to the newly implemented Human Resources Information System (HRIS). However, there were several challenges with the implementation and delivery process. For that reason, the evaluation process for staff reverted back to the hard copy process. Moving forward, the goal of the OHR is to work with KSU's vendor(s) well in advance to ensure that online evaluation is thorough and user friendly for both employees and supervisors. When done properly, annual evaluations strengthens the relationship between employee and supervisor, increases communication, clarifies expectations and appraises past performance.

The Office of Human Resources is working to align the performance evaluation with the results of a salary band analysis and alignment of education and relevant experience. Upon recommendation and the approval of the President and the Board of Regents, the Office of Human Resources is requesting an outside third party consultant complete a study of appropriate salary bands that correlate with our respective job descriptions.