| SUBJECT: |
PERFORMANCE DEVELOPMENT SYSTEM |
| |
| POLICY: |
The Performance Development System (PDS) is a
means
to assess employee performance and foster employee growth relative to
MSUE work. This effort is a collaboration between the immediate
supervisor and the employee. |
| |
| APPLIES TO: |
MSUE off-campus provost-appointed academic staff |
| |
| PROVISIONS/RESTRICTIONS: |
| |
- The steps in the Performance Development System are
Performance Planning, Reflection/
Progress, Assessing, Summarizing/Reporting.
Educational initiatives are the primary planning vehicle to express
major work efforts during a performance cycle.
- PDS is a continuous flow process - when one work effort is
completed another is developed. The loop is continuous with certain
check points along the way.
- PDS is successful to the extent that trust and
communication exist between the employee and the supervisor.
- Formal reports are made quarterly through the Extension
Information System (EIS).
- Feedback/development efforts through discussion/agreement
between the immediate supervisor and the employee are recorded in the
Performance Development Summary.
- A performance rating of exceeds expectations, meets
expectations, partially meets expectations or does not meet is given
for a performance period.
- There is an appeal process for those who disagree with
their performance ratings.
- Annual salary adjustments are associated with the
performance rating. Monetary regional awards are given on a merit
basis.
|
| |
| PROCEDURES: |
| |
Refer to the Performance
Development Summary Guide for specific
procedures/forms. (will need to be logged into the portal for this to
open)
|
| |
DATE: January,
2004, Revised December 2004, Revised February 2008
|
