| 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
provost-appointed academic staff with
primary appointment in an MSUE administrative unit. |
| |
| 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 expectations 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. Individuals
who receive either a partially meets expectations or does not meet
expectations
rating are not eligible for a salary adjustment.
|
| |
| PROCEDURES: |
|
|
| Refer to the Performance
Development System 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; Updated - November 2008, Apirl 2009 |
