While supervisors are encouraged to continually coach and mentor their staff, the University’s Staff Annual Performance Evaluation Process provides the framework and guidelines to formally document and evaluate performance on an annual basis.
The University recognizes that regular and open communication between supervisors and employees helps create and maintain a productive work environment.
Performance evaluations are an opportunity for staff and supervisors to step back from the day-to-day tasks to review past accomplishments and set clear goals for the future. Staff is the core of Kentucky State, and to be successful, employees need to know how they're doing and how they can improve. It's also an opportunity to celebrate accomplishments and discuss areas of improvement.
The process is designed to:
- clearly define performance expectations for the next review period;
- identify areas for employee development
- encourage collaborative goal-setting
- increase role clarity and enhance communication regarding future expectation
- enhance communication between supervisors and employees;
- foster a culture of ongoing feedback, recognition and professional development;
- recognize job-related accomplishments
In order to provide relevant and meaningful feedback to all staff, the University has established the following performance tools and templates,
90 Probationary Period
A probationary appraisal covers the probationary period when an employee begins a new position.
- New employee/probationary period-An employee who is new to Kentucky State University and is within the ninety (90) day probationary period.
- New position/transfer-A current Kentucky State University employee who transfers to a new position, either outside or within their current department.
The probationary period is ninety (90) days long, but can be extended by your supervisor.
Annual Performance Evaluations
The annual evaluation covers the calendar year (January 1 through December 31) and is the evaluation period used for all staff who are not serving on a probationary period.
Manager's Performance Evaluation Overview
Performance Improvement Plan (PIP)
Managing performance may require assisting employees with performance improvement. These steps are designed to assist supervisors with the following:
- Performance discussions and documentation
- Developing a performance improvement plan (PIP)
- Finalizing and presenting a PIP
- PIP review meetings
- PIP results
- PIP extensions and results (if applicable)