Annual Performance Evaluations
We are proud of how our employees embrace and strive to achieve the mission and vision of Purdue University Fort Wayne (PFW). Their response to the needs of students, our campus community, and the customers we serve makes our success possible. Employee success is also important, and we will continue to provide best practice tools, tips and information that support employee achievement and engagement.
Purdue University has established that each benefited staff member will receive a written performance evaluation annually. Complete policy details are in the Performance Evaluations for Staff (VI.F.7) Policy. The system-wide evaluation timeframe is May 1 to April 30. Key actions and timelines/dates are shown below:
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Performance Planning Checklists
Performance Planning Checklists
The following checklists will help you plan for your evaluation:
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Evaluation Components
Evaluation Components
The Annual Performance Evaluation consists of two components: a “Goals” section and a “Unit Competencies” section. Employees and managers can create performance goals, record performance activities, and document performance achievements on an ongoing basis through SuccessFactors.
- Goals: Benefitted staff employees in all Career Streams are required to enter individual performance goals. These goals will appear on the annual evaluation. When entering goals, goals should have a cumulative value of 100%.
- Unit Competencies: Each benefitted staff employee will be evaluated against three system-wide competencies: Overall Job Performance, Professional Development, and Culture and Values. Supervisors will be evaluated against one additional competency, titled Supervision.
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Evaluation Resources
Evaluation Resources
Employees and supervisors are encouraged to take advantage of the many tips, resources, and tutorial videos, available to help in navigating and completing performance assessments. Supervisors can assess departmental progress toward performance management milestones through the performance management data reports on their SuccessFactors landing page.
Several guides are available to assist employees with completing their annual evaluation. Resources for both managers and employees are available and can be accessed by clicking the links below.
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Annual Evaluation Unit Calibration Sessions
Annual Evaluation Unit Calibration Sessions
The purpose of Unit Calibration sessions are to provide senior leadership with unit wide annual evaluation data that synthesizes critical workforce performance trends. Senior leadership will be able to use this data to track compliance with annual evaluation standards, guide merit planning, and to solidify workforce development strategies with special attention given to the top performers and lowest contributors.
WHAT STEPS ARE INVOLVED IN A UNIT CALIBRATION SESSION?
Calibration sessions can occur in many different formats. Listed below are the key calibration steps:
Step 1: HR-OIE shares evaluation data with the senior leadership team
Step 2: Leaders identify key data trends in collaboration with HR-OIE
Step 3: Senior leaders initiate actions within their unit to:
- Address annual evaluation compliance and data trend issues
- Discuss talent development strategies for top performers and lowest contributors
- Discuss data trends and the potential merit compensation impact
WHO CAN ADDRESS UNIT CALIBRATION QUESTIONS?
Contact [email protected] with any calibration questions.