Performance management for classified staff
Managing performance is an important supervisory tool to help define good performance and encourage sustained performance. The annual performance evaluation is an opportunity for you to provide formal performance feedback to your classified staff. The appraisal process encourages two-way discussion about learning goals and performance expectations. Use this important opportunity to identify learning and developmental needs for your employees and to help them plan their career growth. Questions? Contact your HR Consultant or email email@example.com.
October 25, 2016 to October 24, 2017: Evaluation of 2016-17 classified performance expectations (the period for which employees will be evaluated runs from October to October)
October 13, 2017: Performance evaluations are due to VCU Human Resources
Employees hired in full- or part-time positions before July 25, 2016 and rated “extraordinary achiever,” “high achiever,” “achiever” or “fair performer” must have a completed performance appraisal by Oct. 13. Some eligible employees will be serving probationary periods; however, these individuals may be evaluated on their work performance. You can choose to complete either the probationary progress review form or the employee work profile – performance evaluation form (see VCU HR forms search).
Supervisors should provide periodic, informal feedback to your hourly employees. Use memos or other informal management tools to document performance discussions; hourly employees are not eligible to be evaluated on the EWP performance evaluation form.
The evaluation process may begin with the employee self-evaluation. Every classified employee must be given the opportunity to conduct a self-evaluation, but you may also require that employees complete self-evaluations. If an employee completes a self-evaluation, you must consider this information as you complete your assessment of his/her performance.
Employee self-evaluation steps:
- Notify employees if they are required to complete self-evaluations.
- Set and communicate a due date for employees to complete self-evaluations, whether required or voluntary. Allow enough time for staff to prepare self-assessments and for you to consider this information as you complete their evaluations to meet VCU human resources’ Oct. 13 deadline.
After receiving the employee self-evaluation, complete the EWP performance evaluation form (see VCU HR forms search):
- Review the current EWP work description/performance plan. You can use either the paper copy or the electronic version available in eJobs.
- Go over any performance documentation maintained throughout the year.
- Review and consider the employee’s self-evaluation.
- Rate each core responsibility, special assignment and objective.
- Assess the employee’s progress toward established learning goals.
- Determine the overall performance level.
- Attach required documentation for “extraordinary achievement” or “unsatisfactory performer” ratings. The written notice can serve as documentation of unsatisfactory performance.
- Obtain reviewer’s signature before discussing the evaluation with the employee.
- Discuss the evaluation with the employee.
The VCU health system has developed expectations and behavioral indicators for evaluation of customer service. To ensure consistent institution-wide customer service standards, university managers are encouraged to use the VCUHS Customer Service Standard assessment tool, along with the university's employee work profile (EWP) and performance management process, for employees who provide patient or clinical services to the hospital. For more information on the expectations, please contact VCU Health Human Resources at (804) 628-0918.