Performance Management

As part of our commitment to excellence, Seattle University requires that supervisors formally discuss work performance with each employee they supervise and complete a performance evaluation summarizing the conversation. While the timing of this review may vary from department to department, all performance appraisals must be completed and submitted to Human Resources no later than August 31, 2009.

Human Resources is conducting Performance Evaluation Information Sessions this summer for supervisors and non-supervisory staff.   Links to the PowerPoint presentations for these sessions are provide below.

 Performance Evaluation Information Session for Supervisors                                                                                                       

 Performance Evaluation Information Session for Non-Supervisory Staff  

2009 Evaluation Forms and Process Revisions 

Human Resources has enhanced the materials and processes to provide greater clarity around connection with the mission, vision, and values of Seattle University and to promote opportunities for meaningful conversations and planning related to professional expectations and development. These changes include:

• Addition of a Narrative Performance Evaluation Form
• Expansion and greater definition of Performance Ratings
• Requirement of supervisors to provide an Overall Performance Rating

Purpose

The performance evaluation process is an integral part of Seattle University's mission, developing competence, character, and leadership, and provides an excellent opportunity to discuss and strengthen the partnership between supervisor and supervisee by recognizing accomplishments, identifying areas for growth and development, and setting goals and objectives.

Human Resources is responsible for establishing and refining performance evaluation forms and processes. Supervisors are responsible for providing leadership, growth and professional development opportunities and accountability by fully utilizing the University’s performance management processes.

Evaluation Forms

A successful performance review involves a good two-way conversation about performance, development, documentation of performance, future plans and expectations. Supervisors can chose between two evaluation document formats, detailed below. Additional information and documentation can be attached to the completed Performance Evaluation Form.

Structured Evaluation Form: highlights specific performance areas and rating measures for each performance area and provides space for written descriptions of performance.
Narrative Evaluation Form: provides open-ended questions and space for written descriptions of performance.

Structured Performance Appraisal Form

Narrative Performance Appraisal Form

Both documents are structured as "Read-Only", Word Forms -- which means:

• You will only be able to enter information into shaded areas. You can use your TAB key to move your cursor between shaded areas.
• You can type an unlimited amount of text into the shaded text fields.
• As a "Read-Only" document, you will need to save it to your hard-drive, disk or network using the "Save As" command.
• You will not be able to make formatting changes, including fonts type and size.
• For assistance using this form, please contact Human Resources at ext. 5870 or at hr@seattleu.edu

The Process

Manager's Appraisal and Employee's Self-Appraisal: To promote exchange of information, we recommend both the evaluating manager and the employee complete this form. Prior to the appraisal meeting, exchange evaluations so that you both have a copy of each other's evaluation. This gives you both an opportunity to see where your views differ and prepare to discuss them at the meeting.

The Conversation: We recommend that you plan in advance what is really important to discuss during the performance review. Allow yourself enough time for the meeting. You can choose to complete a new form together or edit one of the forms you completed prior to the meeting. Again the objective of the meeting is to have a thorough conversation about how "things are going" and what challenges and development opportunities lie ahead. 

Forms Returned to Human Resources: Human Resources will need one signed copy of the finalized Appraisal Form (including the supervisor's and supervisee's signatures). Employees have the option of sending their signed Self-Appraisal Form to Human Resources as well. Human Resources retains all Performance Appraisal Forms in employee files.