Performance Management and Evaluation

DHRM Policy 1.40 – Classified Performance Planning and Evaluation http://www.dhrm.virginia.gov/hrpolicy/web/pol1_40.html
DHRM Policy 1.45 – Probationary Period http://www.dhrm.virginia.gov/hrpolicy/web/pol1_45.html
A/P Faculty Performance Management Policy & Procedures http://adminfinance.umw.edu/hr/employee-relations/performance-management-2/
A/P Faculty Performance Management Policy http://www.boarddocs.com/va/umw/Board.nsf/files/8NQSEE71491E/$file/Administrative and Professional Faculty Performance Planning and Appraisal System.pdf
A/P Faculty Performance Planning and Appraisal http://adminfinance.umw.edu/hr/files/2011/08/Training-Program-7-2012-1.ppsx
Wage Performance Feedback http://adminfinance.umw.edu/hr/employee-relations/performance-management-2/wage/

It is the policy of the University to provide an effective means for managing the work, performance and development of employees in order to achieve institutional goals and objectives.

See the appropriate section for information about classified employees, A/P Faculty, or wage and supplemental part time employees.

Classified Employees

The annual performance cycle is from October 25th through October 24th of the next year.

It is important for an employee to clearly understand his/her job expectations.  The Employee Work Profile (EWP) provides a description of the work the employee will be assigned to do and the level of performance the employee is expected to achieve. The employee should receive an EWP within 30 days of his/her start date. It should be reviewed annually thereafter, and may be revised as needed.

The EWP may also include a Development Plan that describes specific steps the employee should take to improve performance during the performance cycle.

During a classified employee’s probationary period, the supervisor prepares reports on his/her progress. After probation, employees receive an annual performance review indicating his completion of the probationary period. The employee may also receive ongoing feedback concerning his/her performance during the performance cycle.

Along with pay practices, an employee performance rating may affect his/her salary increases.

A/P Faculty

The annual performance cycle is from June 25th through June 24th of the next year.

It is important for an employee to clearly understand his/her job expectations.  The Work Plan provides a description of the work the employee will be assigned to do and the level of performance the employee is expected to achieve. The employee should receive a Work Plan within 30 days of his/her start date. It should be reviewed annually thereafter, and may be revised as needed.

The Work Plan may also include a Development Plan that describes specific steps the employee should take to improve job performance during the performance cycle.

Along with pay practices, an employee performance rating may affect his/her salary increases.

Wage and Supplemental Part-time Employees

The annual performance cycle is throughout the year at the discretion of the supervisor.

It is important for an employee to clearly understand his/her job expectations.  The Employee Work Profile (EWP) provides descriptions of the work the employee will be assigned to do and the level of performance the employee is expected to achieve. Job expectations for supplemental part time employees will be described in their work agreements and may be documented in other forms.

Supervisors are encouraged to work with wage and supplemental part-time employees to remedy performance problems.  Documented significant and/or continued unsatisfactory performance by employees should result in separation from employment.  Job expectations should be reviewed.