The initiative of the performance appraisal redesign started in 2013. During the early research phase, an e-survey was randomly distributed to staff. Results indicated that the frequency and value of performance conversations needed improvement. Further, employees wanted to better understand the link between performance and rewards.
Based on these results, both Texas State design and implementation teams were put together, partnered with Sibson Consulting, to restructure the paper-based appraisal process into a comprehensive automated process.
The performance management process is a powerful tool to help Bobcat staff understand the importance of their contributions and better align their work with University goals and strategic plan.
The new performance management process will balance performance expectations and development through a more streamlined online process that encourages frequent communication and coaching between employees and their supervisors. It will also support employee growth through clarity of goals and expectations and reward those who excel in their roles.
The supervisors/manager will decide whether each employee is eligible or not eligible for merit increases by taking into consideration the employees overall performance. Merit increases, where warranted, will recognize contribution but not be driven by ratings.
No. The paper-based process under "Performance Appraisals" is no longer used. As such, the GOJA is no longer used for performance management.
The new software is used to create the Performance Plan at the beginning of the cycle and the Performance Review at the end of the cycle. In the new software you may attach any documents you need (e.g., certificates, outlook items etc.) that helps assess performance.
Yes, the feature is live and functioning. However, please note for this 2017-2018 cycle the plan should not be copied over due to our Strategic Goal changes and your goal plans will no longer align with the new goals of the University. This feature will be useful for next year’s 2018-2019 cycle.
The signing and acknowledgement is only confirming that the employee received the performance review and had the 1:1 with their supervisor. This acknowledgement does not mean that they agree with the assessment and can comment in the closing section whether they would like to appeal the review.
The employee may, within 10 working days of receipt of the final copy of the performance review, appeal the results to the department director if he or she disagrees with the review.
If the supervisor is the department director, the employee may appeal to one level above the department director. If the supervisor is the divisional vice president, the employee can only appeal to the divisional vice president.
Employees must make appeals by confidential memo, with a copy of the performance review, to the department director or department director’s supervisor, as appropriate, who will render a decision within five working days. (If the appeal is sent to the level above the department director, a copy of the appeal should be provided to the department director.)
The recipient of an appeal is the only person authorized to alter a finalized performance review and his or her decision is final. The department director or department director’s supervisor will provide Human Resources with the appeal, any attachments, and his or her final decision for inclusion in the personnel file.
If job duties change throughout the year then managers should update the job analysis form, make a note in the performance management system, review or update duties in the mid-cycle review and add the most current job duties when conducting the performance review.
Employee performance is now subjective and merit eligibility is no longer determined by a rating system. If the manager has established expectations with the employee during the performance planning process, but the employees are not meeting those set expectations, then they can choose from two options: (1) a 1:1 informal meeting to review the expectations set in the performance plan; (2) complete a Performance Improvement Plan.
Managers can use the feedback feature to request feedback for employees who have: worked on committees, worked on projects with different staff members and have assisted other staff/departments with other duties as assigned.
Also, managers can ask for feedback when employees have transferred from another department. For example, if a manager has only been supervising an employee for 2-3 months it could be helpful to ask others in the organization to provide some feedback/comments on the employee’s performance.
This feedback is only visible to the manager requesting feedback and the user providing that feedback.
All organizational information reflected in the new Performance Management software is pulled from SAP. As such, if information is misrepresenting your current structure and reporting relationships under the My Team tile in the software, changes need to be made in SAP. Please fill out this form and send to Katie Bonner in Human Resources. Any changes made in SAP will automatically update in the new software.
Any faculty member that has staff reporting directly to them will have access to the new software. For example, Deans will see the Chairs/Directors in the college as part of their team because they have staff reporting to them. Chairs/Directors will see faculty as part of their team if they have staff reporting to them.
If you find a faculty member that does not supervise staff, please e-mail Elizabeth Mello.
This new "Return to Manager" option allows the employee and the manager to toggle the plan document back and forth before it’s put in a completed status. Employees may consider returning the plan or review to the manager with comments about adjustments they believe are needed. This can go back and forth between manager and employee any number of cycles.
Yes, you can see other staff members’ goals, because goals themselves are not confidential. We should all be working collaboratively toward our five common University goals. As such, the goal visibility facilitates that collaboration and delivers the transparency the institution desires.
Yes, there is an attachment feature that assists in uploading and attaching documents to your profile. It’s a good place to keep completed course certificates for professional development, kudos from others, or any special projects that you’ve completed. All of these items can reside in the same place and save time.