Performance Management and Evaluation Process
Performance Management Process
- Supervisors are required to develop a performance management plan and to assess the performance of subordinate employees. For civil service employees, this process should occur during the probationary, trial service, and transition review periods, and at least annually thereafter.
- Exempt employees do not have formal probationary, trial service, or transition review periods; but supervisors of exempt employees are required to develop a performance management plan and to assess the performance of their employees on an annual basis during the months of June and July.
- The development of a performance plan for assessment of employees is an important part of supervisory responsibility and provides essential feedback for employees.
Performance and Development Plan
- The Performance and Development Plan (PDP) is the standardized performance evaluation form used by supervisors of all civil service and exempt employees to establish and document each employee's key responsibilities, competencies, performance expectations, and training and development needs, and to assess the employee's success at achieving performance expectations and demonstrating competency excellence.
- At the beginning of the review period, the supervisor will meet with each employee to determine the employee's key responsibilities, competencies, performance expectations, and training and development needs. The PDP form will be annotated to include these items.
- The PDP is considered a "living document" that should be reviewed, updated, and modified as necessary throughout the performance review period.
- A copy of the initial performance plan must be submitted to HR for inclusion in the employee's personnel file.
- Interim reviews are required for all probationary, trial service, and transition review civil service employees; they are encouraged during the annual cycle for all other employees. Interim reviews for probationary, trial service and transition review employees must be submitted to human resources; interim reviews for other employees may be submitted. Reviews, upon submission to HR, will be logged and maintained in the employee's personnel file.
- At the end of the review period the supervisor will meet with the employee for the final feedback session and complete the final performance assessment. Once this phase of the process is completed and all signatures are obtained, the original of the PDP is to be forwarded to Human Resources and will be placed in the employee's official personnel file. The new performance cycle begins at this point and the supervisor begins a new PDP (performance expectations) for the upcoming performance period.
- For each supervisor and managers performance development plan one of the expectations will be that they have established performance expectations/objectives at the beginning of the review period and that annual performance evaluations are completed for each of their employees.
Probationary, Trial Service and/or Transition Reviews - Civil Service Employees
- Employees serving a probationary, trial service and/or transition review period must be formally evaluated before the end of the third month of service in a position. It is strongly recommended that employees be evaluated monthly during the initial review period.
- A copy of the Performance and Development Plan must be submitted to HR by the end of the third month of service.
- At the end of the probationary, trial service and/or transition review period the supervisor will meet with the employee for the final feedback session and to complete the final assessment. Once this phase of the process is completed and all signatures are obtained, the original of the PDP is to be forwarded to Human Resources and will be placed in the employee's official personnel life.
- This process may be used for exempt employees but is not required.
360° Feedback Process (Optional)
- In a process known as 360° feedback a supervisor may choose to request feedback from an employee's co-workers, subordinates, customers, and higher level supervisors. 360° feedback must be applied consistently and equitably. For more information on this process, go to http://www.cwu.edu/hr/node/2603
- CWU Performance Management Policy
- Washington Administrative Code (WAC) 357-37 Performance Management
- CWU Bargaining Unit 1 Contract - WFSE
- CWU Bargaining Unit 3, 4, 5, 6, 7, 8 and 9 Contract - PSE
- The rules regarding performance evaluation for exempt employees can be found in the Exempt Policy / Procedures
- For evaluation of faculty, please see the Faculty Bargaining Unit Agreement
- Questions on faculty evaluation may be directed to your Dean or to the Provost