Goal to Have 100 Percent of Annual Performance Evaluations Online
January 31, 2011
Greetings Everyone –
UNH’s greatest asset is its employees. A critical aspect of successful employment at UNH and in any organization is a strong performance management system – a continuing cycle that is consistent, comprehensive, fair, transparent, and timely. A key component of a performance management system is a strong annual performance evaluation process. At UNH, many employees do not receive formal performance evaluations on at least an annual basis. Each year only 60 percent-80 percent of annual performance evaluations are completed and returned to UNH HR. In addition, inconsistent formats are used at UNH resulting in employees being evaluated in very different ways. We must do better.
As we continue to move ahead with the university’s strategic plan (http://www.unh.edu/strategicplanning/images/TheUniversityofNewHampshirein2020.pdf), the university has a renewed commitment to providing resources so that our supervisors and employees have all of the tools and training they need to be successful. A strong performance management structure encompassing training, goal setting, updated job descriptions, and evaluation provides those tools. Some of the components of a strong performance management structure are in place at UNH such as the competency-based performance evaluation form (http://www.unh.edu/hr/performance-management.htm) and the Position, Application, Classification and Evaluation System (PACES) online system (http://jobs.usnh.edu/hr). In addition, a plan is underway to provide training on a more widespread, continuing, basis and a performance management committee has been working on a proposal to make a multi-source feedback tool (360 degree evaluation) widely available.
I have a goal, shared by President Huddleston and the cabinet, that within three years, 100 percent of annual performance evaluations will be completed on time, and online. They help employees and supervisors set goals, evaluate performance, construct a professional development plan and inform merit based salary increases. It is a supervisor’s responsibility to ensure that a formal performance evaluation is completed at least annually for each person they supervise and they are done in a way that promotes fairness and equity among our employees.
Here is what we need to do:
- By 6/30/11 - complete evaluations for all employees returned to Human Resources regardless of format.
- By 6/30/12 - complete evaluations for all employees using a single, standard format returned to Human Resources. And update position descriptions for all employees using the PACES online system.
- By 6/30/13 – complete evaluations for all employees using the PACES online system (http://jobs.usnh.edu/hr ).
UNH Human Resources provide training and guidance over the next two months to employees and supervisors and will provide access to the PACES system upon request so that the goals stated above can be met. More information will be forthcoming about training dates will be forthcoming.
If your department or unit is interested in moving to the PACES online system this year, please contact me at email@example.com.
I am eager to make progress in improving performance management at UNH and the development of a comprehensive plan. We owe it to our employees and ourselves to have a high quality performance management structure in place. Thank you in advance for your help and investment in this important part of work at UNH.
Interim assistant vice president for Human Resources
Associate vice president for Finance