HR : Performance Management : General Information

Performance Management and Evaluation Process

Performance Management Process - All Classified Staff

• Supervisors are required to develop a performance management plan and to assess the performance of subordinate employees during the probationary, trial service, and transition review periods, and at least annually thereafter. This is an important part of supervisory responsibility and provides essential feedback for employees.

Performance and Development Plan, PDP (Effective July 1, 2005)

• The Performance and Development Plan is the standardized performance evaluation form used by supervisors of all civil service 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 (Parts 1-3 on the PDP) must be submitted to HR for inclusion in the employee's personnel file. If the interim review (Part 4 on the PDP) is conducted, to document any adjustments to performance expectations, then it must also be submitted to HR. The original is retained by the supervisor to be used for interim and final reviews.
• 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 (Part 5 on the PDP). 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 for the upcoming performance period.

Probationary, Trial Service and/or Transition Reviews

• 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 (Parts 1-4 on the PDP), 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 (Part 5 on the PDP). 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.

References:

• CWU Performance Management Policy
• Washington Administrative Code (WAC) 357-37 Performance Management
• CWU Bargaining Unit I Contract - WFSE
• CWU Bargaining Unit 3, 4, 5, 6 Contract - PSE

Exempt Employees

• The rules regarding performance evaluation for exempt employees can be found in the Exempt Employees' Code.

Faculty members

• 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.