General Performance Evaluation Information
How do I find the Performance Management System?
What is my User Name and Password?
How do I find my performance evaluation once I have logged in?
Why can't I see my performance evaluation? What type of documents can be
attached to the performance evaluation? How do I attach documents to my performance
evaluation? Who can attach documents to my performance
evaluation? When is my evaluation due to my immediate supervisor?
When are evaluations due in Human Resources?
What is the annual performance evaluation begin and end
dates for Support Staff employees?
What is the annual performance evaluation begin and end
dates for EAP employees?
Who needs to
complete a performance evaluation?
What if I am a new EAP employee?
Why do we have to do evaluations?
Can I save my work and continue my evaluation at a later time?
Are comments required in the Job Factors tab?
How many words are allowed in each comment section?
Does the Performance Management System have spell check?
How is the “Overall Score” on the Rating Worksheet tab
determined?
How is the “Overall Performance Rating” on the Rating Worksheet
determined?
What if I receive a rating of
“Performance Needs Improvement” or “Unsatisfactory”?
Why do I need to establish goals?
How many goals do I need?
How Do I find the Performance Management System? There are two ways to find the Performance
Management System.
1.
Click the following link:
https://jobs.indstate.edu/userfiles/jsp/shared/frameset/Frameset.jsp?time=1209568142612
2.
Go to the Human Resources website and select
Performance Management System on the left side of the page in the dark
blue area.
What is my User Name and Password? Your user name is the same as listed on the Payroll
recap sheet. Your user name
must be entered in
following format:
Firstname.Lastname Password Information:
If you have never logged into the Applicant Tracking System (ATS)
your password will be the same as your user name: Firstname.Lastname
If you have used the (ATS), you may use your
existing password.
Note:
The user name and password is not the same as the user name and password
used to apply for positions at ISU.
How do I find my performance evaluation once I have logged in? On the
left hand side of the page under the heading “Evaluations”, select
“Active Evaluations”. Why can't I see my performance evaluation? If you have more than one user type, on the left side
of the page under ADMIN, select “Change User Type”, select “Employee”,
and then “Change Group”. If
you are still unable to see your performance evaluation call Human
Resources at 4114. Call Human Resources at 4114 to reset your password.
What type of documents can be attached to the performance evaluation? Examples of documents
that can be attached include job descriptions, organizational charts,
certificates of completion, job related awards, Extra Mile Awards,
performance improvement plans, and warnings, etc. Five documents can
be attached to your performance evaluation.
Human Resources has already attached one document, your Position
Information Questionnaire (PIQ) that you and your supervisor will use to
help evaluate your performance.
Please limit file size to 1.9 MB per document.
If your document exceeds the maximum file size, please contact
Human Resources for assistance at 4114.
How do I attach documents to my performance evaluation? The first tab is
the Documents tab. To attach
a document, click on “Attach” under the heading Attach/Remove.
Click the “Browse” button and select the location on your
computer where the document is located.
Once you locate the document, select it and it will appear in the
area titled File name. After
you have selected the file, either double click or click on “Open”.
The attached documents are listed under the heading “Attached
Document”. If you have a
document that is not in electronic format, bring the document to Human
Resources and the document will be scanned and attached to the
performance evaluation.
Who can attach documents to my performance evaluation?
Support Staff and EAP employees should complete and submit the
performance evaluation to their immediate supervisor no later than May
15, 2009.
Support Staff and EAP performance evaluations are due in Human Resources by May 29, 2009.
What is the annual performance evaluation begin and end dates for Support Staff employees?
Evaluation Begin Date: 4/01/2008
Evaluation End Date:
03/31/2009
What is the annual performance evaluation begin and end dates for EAP employees? Evaluation Begin Date: 05/01/2008 Evaluation End Date:
04/30/2009
All Support Staff and EAP employees will initiate and complete a
performance evaluation. Support Staff new hires will complete an on-line “Introductory” performance evaluation,
which includes setting future goals. On the Evaluation Details tab, select “Introductory” as the evaluation type. The evaluation begin
date is the employee’s hire date and the evaluation end date is three months from the hire date. Under the Job Factors tab, select N/A
for any factors that have not been completed or experienced due to being a new employee.
What if I am a new EAP employee? EAP new hires will complete an on-line “Annual” performance evaluation, which stresses
setting 2009/2010 goals. On the Evaluation Details tab, select “Annual” as the evaluation type. The evaluation begin date is the employee’s
hire date and the evaluation end date is April 30, 2009. Example: Hire date March 1, 2009, and end date is April 30, 2009.
Under the Job Factors tab, select N/A for any factors that have not been completed or experienced due to being a new employee.
Why do we have to do evaluations? Every employee's productive effort is needed to achieve the quality services provided by Indiana
State University. The work expected is set forth in the job description, which links employee job duties and performance expectations to
meeting the organizational mission and objectives. The quality of work effort is recorded on the Performance Review, which is the evaluation
of job performance. Together, they are designed to help managers and employees: • set performance expectations • assess to what degree those expectations have
been met • document job strengths and weaknesses • plan for improvement and/or development
• create a performance record,
which may increase the employee’s ability to complete successfully for
promotion
Can I save my work and continue my evaluation at a later time? Select “Save And Stay On This Page” located at the bottom of each tab,
Are comments required in the Job Factors tab? You and your supervisor are encouraged to document your performance by making comments in each
job factor category and comment section in the performance evaluation. If you or your supervisor rate your performance as “Outstanding”,
“Performance Needs Improvement” or “Unsatisfactory” in any of the job factors, comments are required. If your overall performance rating is
“Outstanding”, Performance Needs Improvement” or “Unsatisfactory”, your supervisor is required to make comments in the Chair/Supervisor comment
section on the Ratings Worksheet tab.
How many words are allowed in each comment section? The maximum number of words allowed in each comment field is 500.
Does the Performance Management System have spell check? No. You can type your comments into a Word document, check your grammar and spelling,
then copy and paste the comments into the performance evaluation.
Why can't I calculate my 'Job Factors' score? Due to a systems limitation, the Job Factors tab only has the capability to calculate the score
based on the supervisor’s rating. A request has been made to PeopleAdmin to investigate the possibility that the system calculate both the
employee and supervisor scores.
What do I do when I complete my performance evaluation? There are two options. You may “Save” or “Submit to First Level Supervisor”. To review
or continue to work on your performance evaluation later, select “Save”. If you are finished with your performance evaluation and want
to send it to your Chair/Supervisor, select “Submit to First Level Supervisor”. Click “Confirm” and a green check mark will indicate that
the performance evaluation has “Saved” or it has been “Submitted to First Level Supervisor”.
Am I required to meet with my supervisor to discuss my performance evaluation? Yes. A meeting to discuss your performance must occur after the supervisor completes their
portion of the performance evaluation and before the performance evaluation is sent to the next level supervisor. The discussion should
include ratings and comments submitted by both the employee and supervisor as well as setting or reviewing present (if applicable) and
future goals.
Are supervisors required to meet with their employees to discuss performance evaluations? Yes. A meeting to discuss the employee’s performance must occur after the
supervisor completes their portion of the performance evaluation and before the performance evaluation is sent to the next level
supervisor. The discussion should include ratings and comments submitted by both the employee and supervisor as well as setting or
reviewing present (if applicable) and future goals.
Can my supervisor make me change the information that I have written on my performance evaluation? No. The information that you have entered on your performance evaluation should reflect a
self-evaluation of your performance. After you have met with your supervisor to discuss your performance evaluation, you may choose to
make changes to your performance review. If you choose to make changes, your supervisor must electronically return the performance evaluation
for you to edit.
Do temporary employees need to complete a performance evaluation? Not generally. Please check with your supervisor, as there are some exceptions.
What kind of comments should be on the performance evaluation? Supervisor and employee comments should relate only to the job performance of the employee and
be written in a professional, respectful and constructive manner.
How is the “Overall Score” on the Rating Worksheet tab determined? Each performance rating (i.e. Outstanding, Good Performance, etc.) has a numeric value.
The overall score is calculated using a straight average of all job factors excluding the “Not Applicable” rating. Your “Overall
Performance Rating” is determined from the “Overall Score”.
How is the “Overall Performance Rating” on the Rating Worksheet determined? Your “Overall Performance Rating” is determined from the “Overall Score”. Each performance rating
(i.e. Outstanding, Good Performance, etc.) has a numeric value. The overall score is calculated using a straight average of all job factors
excluding the “Not Applicable” rating.
What if I receive a rating of “Performance Needs Improvement” or “Unsatisfactory”? Your supervisor/department will work with you to develop a performance plan that will provide
guidance to improve your performance. The Performance Improvement Evaluation is part of the on-line Performance Management System.
Your supervisor/department will contact Human Resources to start the Performance
Improvement process. Goals are important to help employees plan for performance improvement, professional development
and to contribute to departmental and University goals and objectives. Examples of goals are:
Professional Development – Work related
certifications, certificates of completion, developmental training, supervisor certification and computer skills training. Performance
Improvement Goals – Attendance, customer service, and job factors rated as “Performance Needs Improvement” and/or “Unsatisfactory”.
Departmental/University Strategic Goals and Objectives – Strategic goals determines where a
department or organization is going over the next year or more and how it is going to get there. Therefore, individual employee goals should
reflect how they can assist in meeting departmental and university goals and objectives. Examples include departmental attendance, safety
guidelines, and customer service that pertain to all employees in the department. Three to six goals are recommended for each employee. However, some employees my have less
than three or more than six.Uploading Documents
Important Date Information
General Performance Evaluation Information
Performance Rating
Goal Setting
Login Information
or
Uploading Documents
Important Date Information
General Performance Evaluation Information
Note: Temporary employees should check with their supervisor
before beginning the evaluation process.
Note: If you are going to be away from your evaluation for any
longer than 10 minutes, be sure to save your work and logout of the the
system, this will prevent you from being timed out and losing any data. It is important to
note that required fields must be complete prior to selecting “Save And Stay On This Page”. Required fields are denoted with a red asterisk.
If you are in the Job Factors tab, you must make a selection in each job factor before moving to a different tab.
Example: Select N/A for each job factor that you do not want to complete at this time. The Job Factors tab must be completed prior to
submitting your performance evaluation to your Chair/Supervisor.Performance Rating
Goal Setting