To All Staff Supervisors,
The time has come to begin your preparations for performance reviews for the current fiscal year. Conducting performance reviews and providing continuous feedback to employees are essential components of successful performance management. Performance meetings promote communication and provide useful feedback about job performance, facilitate better working relationships, provide an historical record of performance, define a roadmap for the future and contribute to professional development.
In the HR for Managers section of the Human Resources website (NOTE: you will need your user name and password), you will find helpful tips to help you prepare for and conduct your performance reviews along with available review forms. You may use a memo format or a formal review form which will help facilitate your performance discussions. If you opt for one format or the other, please be consistent with all of your direct reports. Signed copies of the reviews should be submitted to Human Resources anytime between now and June 1, 2013. For those whose schedule becomes tight towards the end of the academic year, I encourage you to complete and submit your reviews earlier. If you have already completed reviews for 2013 with your staff, please be sure to send a signed copy to HR.
Several guidelines are in place to assist supervisors in determining merit raise eligibility in order to provide consistency in administration. The guidelines are as follows:
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All employees hired prior to January 1, 2013 will be eligible for a merit increase this year with the following exceptions:
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Employee was hired between January 1 and June 30.
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Employee was promoted or transferred into a new position which provided for a new salary between January 1 and June 30.
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Employee had a Final Written Warning during the current fiscal year.
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Employee had a Written Warning during the current fiscal year or a Verbal Warning between January 1 and June 30 and has not shown substantial improvement in their performance.
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NOTE: An employee who has shown sustained improvement in their performance may be awarded a merit increase as deemed appropriate by the supervisor (e.g., 1% or 2% increase).
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Employee was demoted during the current fiscal year.
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Please provide Human Resources with an original signed performance review for their employee file located in HR.
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Merit Raises will be effective June 30, 2013.
As I discussed with budget managers in February/March, we are anticipating a 2% merit increase pool this year which will be confirmed after the trustee meeting in mid-May. Questions about the labor budget for your department should be discussed with your budget manager. As always, questions or requests for assistance in preparing for your reviews may be directed to me at x6541 or Patty Leiker at x6543.
All the best,
Sandy Isselmann
Director of Human Resources
