The purpose of the performance evaluation is to ensure that the institution and all its departments are working together to efficiently contribute to achieving A-State’s goals.
What is the Evaluation Process?
Once the appropriate employee evaluation period begins, supervisors will receive an e-notification from our Taleo HR platform.
Evaluation Workflow
Employee evaluations are conducted through the following steps:
- Supervisor Completes Evaluation
Users will log in to the system and rate an employee's performance based on core competencies such as job knowledge, quality, organization, and dependability.
View the Supervisor Evaluation Step-by-Step Guide >> - Employee Review and eSignature
Supervisors and employees should meet to review the evaluation. Employees will receive an e-notification to e-sign their assessment and provide comments if they wish.
View the Employee eSign Guide >> - Supervisor Submission
After reviewing the employee's comments, supervisors will provide a final sign-off to submit the evaluation to Human Resources.
Competency Rating Scale
Competencies are rated on the following scale:
- Exceeds Standards
The employee regularly demonstrates superior performance. Both what is produced and how it is produced far exceed institutional standards and expectations of the position. The employee is extraordinarily competent and productive. Performance at this level occurs throughout the year and across all key aspects of the position. This employee is often sought out by others for counsel and assistance, and is widely recognized as a role model. Examples of the results and sought after expertise must be given. This rating should be reserved for truly outstanding performance throughout the review period. - Above Average
The employee demonstrates strong, consistent performance in all or almost all competencies, skills and responsibilities. Both what is produced and how it is produced meet and often exceed institution standards and expectations of the position. Results add value beyond the scope of the current role, often benefiting the division/department. Examples of these results must be given to receive this rating. This rating should be reserved for employees with strong, commendable performance. - Satisfactory
The employee consistently demonstrates capable, or satisfactory, performance. Both what is produced and how it is produced meet standards and expectations of the position. The employee is a dependable, competent, knowledgeable individual who meets and occasionally exceeds expectations of the position. This rating conveys solid, effective performance. - Below Average
The employee demonstrates adequate performance in most areas, but needs improvement in one or more significant aspects that are critical to the position. Either what is produced or how it is produced require improvement in one or more areas to meet expectations of the position and institution. Such performance shortfalls may be attributable to newness on the job, missing or undeveloped skills, and/or experience. Regardless, this rating conveys that performance is below expectations in one or more areas and must be improved. A performance improvement plan and review by HR is required. - Unsatisfactory
The employee frequently performs below the level expected of this position in all or almost all key aspects of the position. Both what is produced and how it is produced are below institution standards and clearly unacceptable. Unless there is obvious and immediate improvement a performance improvement plan and review by HR is required.
Questions?
Contact Kristin Carson, A-State's Taleo Coordinator, at khelms@AState.edu or extension 3454 for more information or questions about the process.
