Resources - Performance Planning and Evaluation Tool (Hokie Spa)
This resource page provides helpful documents and links with additional information about each step of the performance management cycle.
Writing and updating a job description can help with establishing specific job expectations. Employees that have a better understanding of their jobs, will work more effectively in their roles.
Here are some helpful links:
Learn how to define SMART goals and link them to strategy with this video: Setting Team and Employee Goals Using SMART Methodology (LinkedIn Learning)
Virginia Tech faculty, staff, and students all have LinkedIn Learning accounts which can be accessed through single sign-on using Virginia Tech's PID and Password. To activate the free LinkedIn Learning account, register using this link http://linkedinlearning.vt.edu/. If you have a personal LinkedIn account, log out of your personal account then log in through the link.
- Policy 1.45: Probationary Period.
- Form P125: Probationary Progress Review: 6 month and 12 month formal probationary evaluation form.
- Probationary reviews, extending probation, and probationary termination.
Classified and University Staff:
- Performance Ratings Descriptions: Descriptions for rating the performance goals.
- Unnaceptable Performance Rating: This document explains the actions needed when an employee receives an overall Unacceptable Performance Rating.
- Form P141: Acknowledgment of Model Performance: The purpose of this form is to provide formal recognition of outstanding performance at the time it occurs as opposed to waiting until the year end to provide recognition through the evaluation process. A P141 is not required for an employee to receive an overall rating of model in the evaluation at the year end.
- Form P142: Notice of Improvement Needed for Unsatisfactory Performance: This form (or a written notice) is required before a staff employee can be given an overall Unacceptable Performance rating on the annual performance evaluation. Before a P142 or written notice is issued to an employee, the supervisor must work in partnership with their Human Resources consultant and Employee Relations. For more information, contact Employee Relations.
Performance Evaluation Frequently Asked Questions
To provide an opportunity for you to have an active role in the evaluation process, rather than simply being the recipient of feedback from your supervisor. Following are other reasons for a self-evaluation:
- To help open up the conversation between you and your supervisor during the performance evaluation meeting.
- To allow you the opportunity to highlight any obstacle you overcame to improve your performance from a prior review period.
- To allow you a chance to address any concerns and struggles you may have as you relate to the job.
- To provide you an opportunity to document your accomplishments and strengths.
Yes; however, your supervisor will still complete the evaluation of your performance without your input. Refusal to complete the self-evaluation must be your decision.
If you disagree with the performance evaluation you can:
- Include your comments at the end of the evaluation to explain your disagreement and provide clear examples for not agreeing with the feedback received.
- Respectfully appeal the evaluation to the reviewer. Send a written communication to the reviewer within ten (10) business days of receipt of the evaluation. The reviewer will have ten (10) business days to respond to your request.
- File a grievance within thirty (30) days of receipt of the evaluation. Please contact the Employee Relations department for more information regarding this process.
You should first try sharing your concerns with your supervisor. You may also appeal your evaluation to the reviewer within 10 business days after it has been signed. Contact university Employee Relations for guidance.
Learn more about Performance Management with these videos:
For more information about the performance management cycle, planning, and evaluations, contact Employee Relations.