2. Purposes To provide an accurate and objective method to evaluate staff To improve the work performance of staff To assist management in assigning work and delegating responsibilities based on the employee’s skills and abilities To encourage employees to continue to grow and develop To provide documentation to support recommendation for a raise, promotion, reassignment, demotion or termination
3. Planning Stage Stage One – Planning stage Supervisor and employee map out job functions, objectives and performance characteristics Job functions are selected from the employee’s position description Objectives can be other special projects or assignments not in the job description Performance Characteristics will be provided by the Human Resources Department Clemson required that the employees also meet one or more University goals
4. Evaluation Stage Must be done before March 1 of each year Supervisor completes the form Scales of Evaluation Four levels of performance E - exceptional S – successful I – improvement needed in performance requirements U – unsuccessful Acceptable/unacceptable
5. Summary Since the evaluation covers a wide array of a person’s job performance it is difficult to gather data on whether it is affective or not Main issue – lack of punishment for a poor evaluation and no incentive for positive evaluations
