Employee Performance Employee Performance Management SystemManagement System

By: Kristin Watkins

PurposesPurposes

To provide an accurate and objective method to evaluate staff

To improve the work performance of staffTo assist management in assigning work

and delegating responsibilities based on the employee’s skills and abilities

To encourage employees to continue to grow and develop

To provide documentation to support recommendation for a raise, promotion, reassignment, demotion or termination

Planning StagePlanning Stage

Stage One – Planning stage◦Supervisor and employee map out job

functions, objectives and performance characteristics Job functions are selected from the employee’s

position description Objectives can be other special projects or

assignments not in the job description Performance Characteristics will be provided by

the Human Resources Department◦Clemson required that the employees also

meet one or more University goals

Evaluation StageEvaluation Stage

Must be done before March 1 of each yearSupervisor completes the form Scales of Evaluation

◦Four levels of performance E - exceptional S – successful I – improvement needed in performance

requirements U – unsuccessful

◦Acceptable/unacceptable

SummarySummary

Since the evaluation covers a wide array of a person’s job performance it is difficult to gather data on whether it is affective or not

Main issue – lack of punishment for a poor evaluation and no incentive for positive evaluations