Performance Evaluation System (PES) Overview


Performance appraisal systems are of value to both employees and supervisors. When done correctly, employees should have a clear understanding of their major job responsibilities, what performance looks like when tasks are successfully accomplished, how performance will be measured and how individual performance contributes to achievement of departmental goals and objectives as well as the overall mission of the University. The appraisal meeting also provides an opportunity for formal communication and feedback between the supervisor and employee.

From the manager’s perspective, benefits of conducting performance appraisals include the opportunity to communicate and foster mutual understanding of performance expectations, reinforce or establish linkage to an employee’s performance and departmental goals and objectives, provide constructive feedback, and measure whether or not employees are fully meeting the expectations of the job. In addition, performance appraisal systems can assist supervisors and managers with identifying and addressing gaps in skillsets, knowledge and competencies necessary for a staff member to effectively accomplish his or her job.  

The Performance Assessment Review (PAR) is the appraisal tool used to evaluate our career service (classified) employees. There are two standard evaluation cycles for employees subject to this process. Employees in Physical Plant Operations and Public Safety Departments are evaluated on the calendar year cycle. All other career service employees are evaluated on the fiscal year cycle. The evaluation cycles are continuous regardless of an individual’s length of service or step in their salary range. Performance is evaluated on a multi-level rating scale consisting of Exceptional, Successful and Unsatisfactory.

The process provides three opportunities for formal communication and feedback about performance between the Rater (supervisor) and the Ratee (employee). The first opportunity in this process is the Initial meeting to discuss, develop and formalize Ratee goals as well as job responsibilities and essential criteria for successful performance. The next formal appraisal meeting, called the Interim evaluation, occurs at the six-month mark in the evaluation cycle.  At that meeting, the Ratee is evaluated on performance during the first six-months of the rating cycle. The next formal meeting is the Final evaluation which occurs in the last month of the current evaluation period.  At that meeting, the Rater evaluates performance over the entire rating period.

For further information or to view frequently asked questions and detailed procedures about conducting the PAR, please visit the Employee Applications link via WP Connect.