{"id":16684,"date":"2023-06-05T13:04:14","date_gmt":"2023-06-05T17:04:14","guid":{"rendered":"https:\/\/marymount.edu\/?page_id=16684"},"modified":"2024-06-06T13:45:42","modified_gmt":"2024-06-06T17:45:42","slug":"performance-evaluations","status":"publish","type":"page","link":"https:\/\/marymount.edu\/faculty-and-staff\/human-resource-services\/employee-relations-and-performance-management\/performance-evaluations\/","title":{"rendered":"Performance Evaluations"},"content":{"rendered":"<p style=\"font-weight: 400\">Performance evaluations are an important component of employee development and are a mechanism for creating and maintaining ongoing communication between the supervisor and the employee to ensure that the employee is successful in their role<\/p>\n<p style=\"font-weight: 400\">For more information read the <a href=\"https:\/\/marymount.edu\/faculty-and-staff\/human-resource-services\/human-resources-policies\/performance-evaluations-policy\/\">Performance Evaluations Policy.<\/a><\/p>\n<h3><span style=\"font-weight: 400\">Introductory (Probation) Period<\/span><\/h3>\n<p style=\"font-weight: 400\">Each new hired full-time staff employee and current full-time staff employees who move into a new position, is appointed in an introductory status for the first ninety (90) days of his\/her employment. A period in which managers monitor and evaluate the new employee\u2019s performance.<\/p>\n<p style=\"font-weight: 400\">Sixty (60) days after the employee\u2019s start date a Task will be sent in Workday to the Manager to complete the review.\u00a0 The Manager has 30 days to complete it.\u00a0 If the final score is Needs Improvement (extend probation period), or Does Not Meet (end employment), the Manager must contact Human Resources before moving forward.<\/p>\n<p style=\"font-weight: 400\">Introductory 90-day Review Resources:<\/p>\n<ul>\n<li><a href=\"https:\/\/marymount.edu\/wp-content\/uploads\/2023\/12\/90-Day-Review-Job-Aid.pdf\">90-day Review Job Aid<\/a><\/li>\n<\/ul>\n<p style=\"font-weight: 400\">\u00a0Managing performance means having an on-going conversation about performance with your employees.<\/p>\n<h3><span style=\"font-weight: 400\">Annual Review Process<\/span><\/h3>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-16759 size-full\" src=\"https:\/\/marymount.edu\/wp-content\/uploads\/2023\/06\/arrows.jpg\" alt=\"\" width=\"788\" height=\"416\" srcset=\"https:\/\/marymount.edu\/wp-content\/uploads\/2023\/06\/arrows.jpg 788w, https:\/\/marymount.edu\/wp-content\/uploads\/2023\/06\/arrows-300x158.jpg 300w, https:\/\/marymount.edu\/wp-content\/uploads\/2023\/06\/arrows-768x405.jpg 768w\" sizes=\"(max-width: 788px) 100vw, 788px\" \/><\/p>\n<h3><span style=\"font-weight: 400\">What You Need to Know<\/span><\/h3>\n<ul>\n<li>The annual review cycle reflects the performance period of July 1, \u2013 June 30,.<\/li>\n<li>University-wide annual reviews currently apply to Staff.<\/li>\n<li>There are two (2) versions of the annual evaluation form: (1) Leaders (individuals that supervise other staff); and (2) Individual Contributors (Staff).<\/li>\n<li>The final deadline to complete &amp; submit your evaluations via Workday is September 1.<\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400\">Goal Setting<\/span><\/h3>\n<p style=\"font-weight: 400\">Goal setting is the process of identifying and assessing goals that the supervisor and the employee want to achieve. Having a high performing culture means ensuring performance goals are aligned. When you engage employees in their work through goal alignment, you create greater employee ownership in Marymount\u2019s ultimate success; together, we become more committed to our mission, values and achieve higher levels of job performance.<\/p>\n<h3><span style=\"font-weight: 400\">Annual Review Resources<\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400\"><a href=\"https:\/\/marymount.edu\/wp-content\/uploads\/2023\/06\/Employee-Annual-Performance-Review-Process.pdf\"><span style=\"font-weight: 400\">Annual Review Job Aid &#8211; Individual Contributor<\/span><\/a><\/li>\n<li style=\"font-weight: 400\"><a href=\"https:\/\/marymount.edu\/wp-content\/uploads\/2023\/06\/Supervisor-Annual-Performance-Review-Process.pdf\"><span style=\"font-weight: 400\">Annual Review Job Aid &#8211; Leader<\/span><\/a><\/li>\n<li><a href=\"https:\/\/marymount.edu\/wp-content\/uploads\/2024\/06\/Employee-Goal-Setting-Process.pdf\">Employee Goal Setting Job Aid<\/a><\/li>\n<li style=\"font-weight: 400\"><a href=\"https:\/\/marymount.edu\/faculty-and-staff\/human-resource-services\/human-resources-policies\/performance-evaluations-policy\/\"><span style=\"font-weight: 400\">Performance Evaluations Policy<\/span><\/a><\/li>\n<\/ul>\n<h3 style=\"font-weight: 400\">Part-time Employees<\/h3>\n<p style=\"font-weight: 400\">Part-time employees are not required to have 90-day or Annual Reviews.\u00a0 If the manager would like to review, use the paper form and submit to Human Resources when completed to add to the employee\u2019s record in Workday.<\/p>\n<p style=\"font-weight: 400\"><a href=\"https:\/\/marymount.edu\/wp-content\/uploads\/2023\/12\/Performance-Appraisal-Form-Part-Time-Employees.docx\">Performance Appraisal Short Form and Part-Time Employee<\/a><\/p>\n<h3><span style=\"font-weight: 400\">Rating Scale<\/span><\/h3>\n<p><b>Outstanding = 5<\/b><\/p>\n<p style=\"font-weight: 400\">Consistently exceeds performance objectives and is recognized by peers and\/or customers as a leader and positive example for others.\u00a0 Makes significant contributions well beyond normal job responsibilities on a consistent basis.<\/p>\n<p><b>Exceptional = 4\u00a0<\/b><\/p>\n<p style=\"font-weight: 400\">Consistently meets and occasionally exceeds job performance objectives on a regular basis, making valuable contributions to the company.<\/p>\n<p><b>Satisfactory = 3\u00a0\u00a0<\/b><\/p>\n<p style=\"font-weight: 400\">Consistently meets but does not exceed performance objectives.\u00a0 Fully competent and is performing the job as expected.<\/p>\n<p><b>Needs Improvement = 2<\/b><\/p>\n<p style=\"font-weight: 400\">Does not adequately accomplish objectives nor fulfill all responsibilities; must improve within a designated period of time.\u00a0 Or, new to the position and tasks presently assigned are adequately performed as expected.<\/p>\n<p><b>Unsatisfactory = 1<\/b><\/p>\n<p style=\"font-weight: 400\">Results are unacceptable, well below expectations, and require immediate improvement.\u00a0 Does not accomplish most or all position objectives.<\/p>\n<p><b>N\/A<\/b><\/p>\n<p style=\"font-weight: 400\">Unable to evaluate.\u00a0 This may apply if a goal was delayed, or you are a new supervisor and cannot reasonably rate your employee.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Performance evaluations are an important component of employee development and are a mechanism for creating and maintaining ongoing communication between the supervisor and the employee to ensure that the employee is successful in their role For more information read the Performance Evaluations Policy. Introductory (Probation) Period Each new hired full-time staff employee and current full-time [&#8230;]<\/p>\n<p><a class=\"btn btn-secondary understrap-read-more-link\" href=\"https:\/\/marymount.edu\/faculty-and-staff\/human-resource-services\/employee-relations-and-performance-management\/performance-evaluations\/\">Read More&#8230;<\/a><\/p>\n","protected":false},"author":222,"featured_media":0,"parent":16664,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/left-sidebarpage.php","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","ngg_post_thumbnail":0,"footnotes":""},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.3 (Yoast SEO v22.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performance Evaluations - Marymount University<\/title>\n<meta name=\"description\" content=\"Performance evaluations are an important component of employee development and are a mechanism for creating and maintaining ongoing communication between . 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