Performance Management and Assessment
Samford University values excellence. We are committed to creating and maintaining an environment that emphasizes the importance of relating work performance to our mission. This information applies to regular full time and part time staff. Excluded from this performance management and assessment process are faculty and adjunct faculty.
Performance Management
An ongoing communication process that involves both the employee and supervisor in:
- Identifying and describing job functions and relating them to the mission and goals of the university and/or the academic or administrative unit.
- Developing realistic and appropriate performance expectations.
- Giving and receiving feedback about performance.
- Writing and communicating the results of the performance assessment.
- Planning educational and developmental opportunities to sustain, improve or build on employee work performance.
Performance Assessment
A part of an on-going process of evaluating, summarizing, and documenting the work performance of an employee.
Performance Expectations
Written statements describing what is expected of an employee on the job in terms of performance and behavior. At the least, employees should be advised of performance expectations when they are hired and every year at the performance assessment.
Pay for Performance
A method of rewarding employees based on their accomplishments and annual performance assessment. The theory is that there should be a correlation between the employee's performance assessment and the value of their salary increase.
The Process
Communication
The foundation of an effective performance assessment and management process is frequent and timely communication. It is expected that supervisors will inform employees of job requirements and performance expectations and the manner in which employees' performance will be evaluated.
The success of this process depends on the willingness of supervisors to complete an objective, accurate and constructive assessment and on the willingness of employees to respond favorably to constructive feedback and, when needed, to improve their performance.
The performance of employees is evaluated generally at the end of the Introductory Period and generally in May of each year thereafter.
The performance assessment form
A written performance assessment is based on the employee's overall performance in relation to his/her job expectations. It takes into account the employee's work behaviors, record of attendance and other established performance expectations.
The written assessment is a legal document. It is also an official record of the employee's work performance, and may be considered in future employment decisions.
Please refer to the Performance Assessment Form for Non-Supervisory Personnel or the Performance Assessment Form for Supervisory Personnel and Performance Assessment Instructions.
In addition to the regular performance assessment described above, supervisors may initiate at any time a written counseling or warning to document and advise an employee of performance deficiencies. Please refer to the Corrective Action and Documentation.
Employee Self-Assessment
This form may be used when desired and is self explanatory. Under no circumstances should employees be asked to complete the Performance Assessment Form referenced in item #2 above.
Employee comments
During the performance assessment process, employees are provided an opportunity to review, discuss and comment on the actual performance assessment document. The Performance Assessment form is signed by the supervisor, the employee and the supervisor's supervisor. A copy is given to the employee and the original is sent to the official employee file maintained by Human Resources.
Appeals Process
Disagreements arise occasionally over the written performance assessment. In the event an employee disagrees with any part of the written assessment, he/she may attach a supplemental, explanatory response. The response will become a part of the record. If the employee believes the performance assessment is not factually accurate, he/she may request a review by the supervisor, the next level of management, and/or intervention by the Director of Human Resources.
Accountability
- The Vice Presidents are responsible for assuring that their direct reports implement the performance management and assessment process in their areas for all eligible employees.
- The Director of Human Resources is responsible for monitoring and assuring the uniform and consistent application of this process.
- Supervisors and managers are responsible for coaching, counseling and providing timely and factual feedback to their employees and codifying the same in a written performance assessment.
