New performance evaluation process begins May 1
Published on Monday, April 29, 2024
Last month, I mentioned the upcoming faculty and staff evaluations, so I wanted to take some time to share more of the details regarding this process. It should be noted that evaluations are only one part of the overall performance management process.
Performance management is an ongoing process of setting expectations, aligning goals, assessing results and focusing on employee development through coaching, counseling and feedback between leaders and their direct reports. Performance management begins during the interview process and continues throughout an employee’s time at UMMC.
Evaluations should be a summation of performance throughout the entire review period. We often tell leaders that nothing in the evaluation should be a surprise to the employee since performance conversations have been ongoing throughout the year. Performance evaluations are an industry best practice, an important tool in cultivating a culture of continuous feedback and meet regulatory requirements.
This year’s evaluation cycle will take place from May 1 – June 30 with the review period covering January 1, 2023 – June 30, 2024. You may recall that prior performance evaluations took place during the fall and winter months, but we are shifting the evaluation cycle to align with the fiscal/academic year. Going forward, the review period will cover the fiscal/academic year instead of an 18-month period. Performance evaluations for both faculty and staff will be conducted via Workday for the first time this year.
All leaders are receiving evaluation training conducted by Human Resources and the Office of General Counsel. Leaders will be prepared to conduct performance evaluations and lead performance-related conversations. Two-way conversations are expected, which will provide employees an opportunity to discuss past performance and future goals.
Staff evaluations will contain five core competencies applicable to all employees, plus three job family competencies. Staff supervisors will also receive two additional leadership competencies. These competencies will be scored on a five-point scale. Since evaluations will be conducted using a new system and redefined rating scale, employees should not make a comparison to evaluation scores from past years.
The potential for merit-based compensation increases remains for FY25. However, the evaluation cycle focus should always remain on completing evaluations accurately and fairly. During the evaluation cycle, evaluators will have no knowledge related to merit-based compensation increase funding that may be available to them.
Our employees are UMMC’s greatest asset and are daily doing what is required of them in order to create A Healthier Mississippi. Our ultimate goal is for employees to be dependable, complete their jobs well and work in alignment with UMMC’s mission and vision.
Thank you in advance for partnering with us on this important initiative!
- Frank Lenior, Chief Human Resources Officer