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TTU Six Month
Performance Evaluations
Supervisor Training
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Why do we complete evaluations?
Measure performance
Learn more about employees’ perception of their job and
performance
Set goals and expectations
Enhance communication
Address issues, comments, concerns
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Evaluation Process Steps Overview
1. Create the Employee’s Plan (Done by HR in 6 Month Eval)
2. Employee Completes Self Evaluation (Employee)
• Optional Step for 6 Month Evals
• Good self assessment tool
• Enable supervisor to see employee’s perspective of their
performance
3. Complete Supervisor Evaluation (Supervisor)
• Rate employees on core competencies and job duties
• Use comments to explain reasoning for ratings
• Establish goals
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Eval Process Steps
4. Reviewing Officer (RO) Approves Supervisor Evaluation (Reviewing Officer)
• Must be done prior to scheduling review meeting with employee
• Discuss your employee’s evaluation with your reviewing officer
• Reviewing officer can return for corrections to be made or approve
5. Direct Supervisor Acknowledges Employee Meeting (Supervisor)
• Once approved by your RO, schedule a face-to-face meeting with your
employee to discuss their evaluation
• After the meeting, login and acknowledge the meeting has taken place
6. Employee Acknowledges Evaluation (Employee)
• Employee verifies they have reviewed their evaluation
• Acknowledgement does not guarantee agreement
• Employee can enter any overall comments they have before
acknowledgement4
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Reminders:
• The evaluation must be completed before the Reviewing
Officer (RO) has access to approve.
• The RO must approve the evaluation before the review
meeting can take place.
• The review meeting must be acknowledged in the system
before the employee can acknowledge the evaluation.
Deadlines(for January hires)
Accessing the 6 Month Evaluation
Login to PeopleAdmin - How to Login
Supervisor Evaluation should be listed as an option in Your
Action Items as shown below:
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Completing the Evaluation
Select Supervisor Evaluation to display the evaluation for
the employee indicated:
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Completing the Evaluation
While completing the Supervisor Evaluation, you will be
reviewing and rating each core competency and job duty in
reference to the employee.
Select the Save Draft button ( ) at the end of each
section in order to save your progress.
Use the Next button ( ) at the bottom of each section
(Introduction, Core Competencies, Job Duties, etc..) in order to
proceed through the Evaluation.
*Reminder* Ratings are required for each competency and duty.
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Completing the Evaluation
Where do I start?
After reading the Introduction
and selecting Next ( ), the
Core Competencies will be listed
for your review.
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Eval Frequently Asked Questions
What are the core competencies?
Reliability/Accountability – The ability to maintain integrity by
owning up to their performance, reporting to work on time, and
being a conscientious employee of TTU.
Communication Skills – The ability to communicate effectively
with others including both written and oral communication.
Collaboration – The ability to work well with others, build
partnerships across campus, and work effectively as a team.
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Eval Frequently Asked Questions
Core competencies continued:
Quality/Productivity – The ability to deliver consistent and accurate work, maintain good time management skills, and produce predictable results.
Innovation – The ability to provide new and creative solutions to problems and/or the ability to implement new solutions effectively.
Diversity – The ability to create, and/or promote, and maintain a work environment that embraces and appreciates diversity and inclusion.
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Core Competencies
Please rate each core competency as it relates to your employee.
Adding comments for each rating is preferred and strongly suggested.
Comments should be used to explain the rating chosen.
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Eval Frequently Asked Questions
What do the ratings mean?
Exceeds Expectations: performance consistently exceeds the standards andexpectations for the position. This rating should only be used when the employeegoes above and beyond what is required of them.
Meets Expectations: performance typically meets the standards andexpectations for the position. If your employee does everything you ask them todo (even if they do a great job) they are meeting expectations.
Needs Improvement: performance sometimes fails to meet the standards andexpectations for the positions. Use this rating if performance sometimes fallsbelow the standards for this position.
Unsatisfactory: performance seldom meets the standards and expectations forthe position. Use this rating if unsatisfactory performance has been discussedwith the employee. Having the employee on a Performance Improvement Plan isnot required but is suggested if ratings such as this one are given.
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Comments
Comments are important in order to properly communicate why you
chose the rating associated with it.
An example of an acceptable comment is shown below:
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Completing the Evaluation
Remember to select the Save Draft button ( ) at the end of each
section in order to save your progress.
Use the Next button ( ) at the bottom of each section in order to
proceed through the Evaluation.
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Completing the Evaluation
Job Duties
Each employee should have at least four job duties listed.
Rate each job duty as it pertains to the employee
including comments to justify your ratings.
Ratings are required for each job duty. You cannot submit
the evaluation without ratings.
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Ratings Examples
Sally is an Administrative Associate currently working as the front desk receptionist. Hereare some examples of her possible ratings in regards to her main job duty of “Providingcustomer service for the department”:
Exceeds Expectations: Sally recognizes when language barriers exist and studentsneed extra assistance. She has even taken the initiative to set up a newinteroffice communication system with other offices in order to guarantee thatthe student’s issues are properly addressed. In this instance she exceeds hernormal job expectations in customer service by going above and beyond increating a new communication system.
Meets Expectations: Sally does a great job. She answers the phone and greetseveryone as she should. She meets the expectations of the position.
Needs Improvement: Sally normally does a good job but sometimes neglects toanswer the phone. This may be an area that needs improvement.
Unsatisfactory: Sally doesn’t acknowledge students when they first enter theoffice for an extended period of time. She has been told on numerous occasionsthat this is a problem and has been placed on a Performance Improvement Planregarding these instances.
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Completing the Evaluation
Remember to select the Save Draft button ( ) at the end of each
section in order to save your progress.
Use the Next button ( ) at the bottom of each section in order to
proceed through the Evaluation.
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Completing the Evaluation
Employee Goals
Present Goals should be blank since no goals were entered in prior
evaluations.
Goals are not rated, so they will not be calculated into the overall
evaluation score.
Please enter at least one realistic goal for your employee in the
Future Goals section.
To enter a goal, enter text in the Objective section and then select
Add Entry.
You can do this for multiple goals.
Once finished, select Save Draft to save your progress and Next to
continue to the next section.
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Completing the Evaluation
Goal Accomplishments & Overall Comments
This section allows the supervisor to discuss and evaluate goal
accomplishments during the evaluation period.
Supervisors can also enter any overall comments they have regarding the
employee’s evaluation.
Please be as descriptive as possible.
Remember to select the Save Draft button ( ) in order to save your
progress.
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Completing the Evaluation
Goal Accomplishments & Overall Comments
Upon completion of this section you have two options:
You can add attachments to the evaluation by selecting the Attachments tab
OR
You can click Complete to finish the Supervisor Evaluation
Select OK in the confirmation screen to complete your Supervisor
Evaluation
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Completing the Evaluation
If you chose to add Attachments:
Click here for a how-to guide
After you have attached everything needed, select the Goal
Accomplishments tab
Select Complete
Select OK in the confirmation screen to complete the Supervisor Evaluation
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Reviewing Officer Approves Eval
A Reviewing Officer is a supervisor’s supervisor.
General reminders:
It is always best practice to communicate with your supervisor
that your employee’s evaluation is pending their approval.
Feel free to discuss any areas of the evaluation that may need to
be reviewed. A meeting between the supervisor and reviewing
officer is not required.
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Reviewing Officer Approves Eval
Once the Supervisor Evaluation is completed, the Reviewing Officer
must approve the evaluation before any further action can be taken.
An automatic system notification will be sent within 24 hours to the
Reviewing Officer that they have an action item to take care of.
Once the Reviewing Officer logs into PeopleAdmin and goes to the TTU
Employee Portal, they should have any evaluations pending their
approval showing a description of “Reviewing Officer Approves
Evaluation”.
After selecting “Reviewing Officer Approves Evaluation” they will be
able to review the Supervisor Evaluation for the designated employee.
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Reviewing Officer Approves Eval
After reviewing the evaluation, the Reviewing Officer can enter any
comments and either Return or Approve by selecting the appropriate
button at the end of the evaluation.
The Reviewing Officer can choose to return the evaluation to the
supervisor to make any corrections needed. *A comment must be
entered in order to return the evaluation for correction.
If the Approve button is selected, the Reviewing Officer will need to
select OK in the confirmation screen.
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Meeting with the Employee
After the evaluation is approved by the Reviewing Officer, a face-to-face
meeting should be scheduled with the employee to review the evaluation.
Do not meet with your employee about their evaluation until it has
been approved by the Reviewing Officer.
The employee will be unable to view their evaluation in the system at this
point, so please print them a copy to review during the meeting.
We suggest discussing each rating and comment and offering any
explanations needed. This is a great opportunity to positively reinforce
exceptional performance or further explain your expectations if lower
ratings are received.
After meeting with your employee, you will be able to Acknowledge the
Review Meeting in Your Action Items. Within 24 hours of making this
acknowledgement, the employee will be able to view and acknowledge
their Evaluation in the Employee Portal.
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Support
Performance Evaluation website:
https://www.tntech.edu/planning-and-finance/hr/peopleadmin/performance-eval
Training Documents, Special Instructions
Email us:
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