Performance Management for Non-Faculty Staff Members

The Performance Management Process is an ongoing process by which a manager clarifies employee performance expectations, provides feedback and coaching, completes the annual performance review, and recognizes performance as merited.  The Performance Evaluation for non-faculty employees is administered through Workday.  

The Performance Review Period is the 12-month period of time for which employee performance is evaluated.  Texas A&M University at Galveston has set the period from April 1 through March 31 as the standard performance review period. 

The Performance Review Delivery Period is the delivery period for a manager to discuss and document performance feedback with his/her employee.  Texas A&M University at Galveston has set the annual standard evaluation delivery period as April 1 through May 31.

  Performance Timeframe

 

*NEW for the 2019-2020 Annual Staff Performance Review – Student Success Initiative Goal

To capture all the ways employees are contributing to student success, we are adding a performance evaluation goal called “Promoting a culture of student success” to Texas A&M University at Galveston non-faculty performance reviews.  Because this goal is being added late in the 2019-2020 performance evaluation period, supervisors may choose not to provide a rating for this year.  The intent at this time is to promote dialogue between the employee and supervisor about what student success means to your particular position and role on campus.    

Below you will find a snapshot of how the “Promoting a culture of student success” goal will look when uploaded to Workday.  Please note the following:

  • “Description” includes general information that can be modified as mutually agreed upon by the employee and supervisor.
  • “Status” should always remain “In Progress” as you strive to set new objectives from year to year. This will help us to maintain focus on student success and ensure that we incorporate updated and evolving initiatives into our daily operations. 
  • “Supports” should remain blank.
  • A “Due Date” should not be selected so that this goal will continue to populate into future performance evaluations. This is intended to be an on-going effort that can be updated as needed to reflect new or changing student success initiatives as they occur. 

Workday_Picture

Workday Performance Review Process Information

 

  • Self-Evaluation in Workday (Employee)
    Non-faculty employees should receive a Workday inbox task indicating that a self-evaluation is available for completion.   Because completion of the self-evaluation is at the discretion of the supervisor, employees will need to check with their supervisor to determine if they are required to complete this part of the process.  If not required by the supervisor, employees have the option to complete the self-evaluation if they have feedback they feel would be useful to the supervisor during the performance evaluation process.  NOTE: If a self-evaluation is not completed by the employee, they will be required to hit the “Submit” button to move the process to the next step.

  

  • Get Additional Manager Evaluation in Workday (Supervisor)
    TAMUG will not utilize the “Get Additional Manager Evaluation” in Workday.  You will be required to skip this step by clicking on the gear icon in the upper right-hand corner of your inbox item and select “Skip This Task”, as indicated on the “Get Additional Manager Evaluation” page.   NOTE: Supervisors are encouraged to seek feedback from employee stakeholders outside the Workday process.  

 

  • Get Additional Reviewers in Workday (Supervisor)
    TAMUG will not utilize the “Get Additional Reviewers” in Workday.  You will be required to skip this step by clicking on the gear icon in the upper right-hand corner of your inbox item and select “Skip This Task”, as indicated on the “Get Additional Reviewers” page. NOTE: Supervisors are encouraged to seek feedback from employee stakeholders outside the Workday process.  

 

  • Manager Drafts Evaluation in Workday (Supervisor)
    Once you have completed the employee evaluation, select the “Save for Later” button at the bottom of the page.  Do not “Submit” until after meeting with the employee to review their evaluation.  Once the “Submit” button is selected, no changes or modifications can be made.    
  • Required Employee Training Courses Certification Question in Workday (Supervisor)
    As part of the evaluation process, supervisors will need to ensure that employees are up-to-date on any assigned required training courses.  NOTE: Employees who are past due on any of the following System-Required Trainings are not eligible for merit (if available).
    • Creating a Discrimination Free Workplace
    • Ethics 
    • Information security awareness 
    • Orientation to the A&M System
    • Reporting fraud, waste and abuse 

 

  • Hard Deadline
    All evaluations must be completed NO LATER THAN CLOSE OF BUSINESS ON FRIDAY, MAY 31, 2019.   NOTE: Any supervisor who does not complete his/her employee’s annual non-faculty performance evaluations in their entirety by the May 31st deadline will NOT be eligible for a merit increase (if available).

 

  • Research Positions
    Employees in research titles will be utilizing an Alternative Performance Evaluation Form,  which will be uploaded to Workday upon completion.  Employees in these positions will need to follow the guidance under “Self-Evaluation in Workday (Employee)” listed on the first page of this document.  Upon completion of the Alternative Performance Evaluation Form, the supervisor should meet with the employee to discuss, then upload the evaluation into Workday, enter an overall rating, and submit for acknowledgements.

Resources:

 

Please use the above resource for guidance as you work through the Workday Performance Review process.  For questions or further clarification, please contact Marion Rhodes at 409-740-4532 or at rhodesm@tamug.edu.