3.214 Human Resources
STAFF PERFORMANCE RATING
Date Adopted/Most Recent Revision: 05/13/2016


  1. PURPOSE.
    The purpose of the staff performance review is to give managers and supervisors a fair and objective means of evaluating and counseling individuals who report to them in order to correct deficiencies, improve performance, increase efficiency, and provide a basis for making management decisions regarding promotions, merit pay increases, disciplinary actions and/or dismissals.

  2. ANNUAL EVALUATIONS OF SENIOR ADMINISTRATIVE STAFF.
    University officials may, at their option, choose to evaluate senior administrative staff, holding the position of director or above, on the attainment of predetermined annual goals and objectives. The evaluation should be based on an assessment of the employee's effectiveness as an administrator in achieving the goals and objectives within the employee's area of responsibility. A summary of the review of attainment of annual goals and objectives will be submitted to the Human Resources Department by the supervising administrator in lieu of the Staff Performance Review form and will remain in the personnel file of the employee.


  3. ANNUAL EVALUATIONS OF STAFF.
    At least once annually, more frequently if necessary, staff members will be evaluated by their respective supervisors concerning job performance utilizing a Staff Performance Review form provided by the Human Resources Department. The supervisor will complete the form, make appropriate comments and observations, and then conduct a meeting with the employee to review the evaluation.

  4. PERFORMANCE MEASURES.
    Except as permitted in paragraph B, at a minimum, staff employees are to be evaluated in those areas listed below that apply to their respective positions. Three standard performance measures will be used Exceeds Expectations, Meets Expectations, and Does Not Meet Expectations.

    1.   Compliance with MSU Policies and Procedure
    2.   Quality of Work
    3.   Quantity of Work
    4.   Knowledge of Work
    5.   Initiative
    6.   Dependability
    7.   Attendance
    8.   Cooperation/Customer Service
    9.   Diversity
    10. Safety (If applicable)
    11. Supervision of Others (Supervisors Only)

    A supervisor or manager may evaluate an employee in performance areas other than the ones listed above if the area is unique to that employee's position and the same three measures- Exceeds Expectations, Meets Expectations, Does Not Meet Expectations are used.   Documentation is required for any category in which the employee "Does Not Meet Expectations."

  5. PERFORMANCE REVIEW RECORDKEEPING.
    Following the conclusion of an employee's performance review meeting, the completed Staff Performance Review form should be signed by all parties and will be sent to the Human Resources Department along with any supporting documentation for inclusion in that employee's personnel file. A copy will be given to the employee and another retained within the appropriate department by the reviewing supervisor or manager.

  6. DISAGREEMENTS.
    If an employee disagrees with an evaluation, he/she will have fifteen (15) calendar days following the date of the evaluation meeting to file a rebuttal by memorandum to the supervisor. A copy should be sent by the employee to the Human Resources Department where it will be attached to the performance review form in the employee's personnel file. No additional action is required unless the employee wishes to file a formal complaint or grievance, in which case he/she must follow the procedures outlined in MSU Policy 3.218.

  7. ADDITIONAL REVIEWS.
    If circumstances warrant, such as in the case of performance problems requiring immediate correction, additional performance reviews may be conducted by supervisors at any time. Such reviews need not be conducted utilizing a Staff Performance Review form; however, the supervisor will forward appropriate documentation of the meeting and any disciplinary or corrective action taken to the Human Resources Department.

  8. EEO COMPLIANCE.
    It is the responsibility of the Director of Human Resources/EEO Coordinator to review all performance evaluations to ensure that they are based upon consistent, fair and measurable standards and that they do not reflect a pattern of discrimination on the basis of race, color, religion, gender, age, national origin, or disability, or indicate retaliation against an employee who may have filed a grievance or alleged violations of law or university policy.