Performance Management

Annual Evaluation Process

Staff performance reviews are based on a January through December cycle, with the evaluations occurring January through March of the following year.

Step 1

In December, supervisors review position restrictions for each employee in Workday and update them, as appropriate, before the review process begins.

Step 2

In January, HR will publish the performance evaluation task in Workday. For departments that include a self-evaluation for employees, employees will receive this task first.

Step 3

In February, Supervisors will complete their portion of the evaluation in Workday. Upon completion, supervisors will schedule a one-on-one conversation with each direct report to review the completed evaluation.

Step 4

For those who have yet to complete the evaluation process, HR Partners will begin reaching out in March to ensure completion. All performance evaluations must be completed by March.

Senior Administration, Faculty, Coaches & GAs

Performance reviews for senior administration, faculty, coaches and graduate assistant positions will continue to be done outside of Workday. Scores for senior administration will be uploaded to Workday upon completion.

Senior Administration includes the following positions:

Department Head and Chairperson
Dean and Associate Dean
Provost, Vice Provost and Associate Vice Provost
Chancellor, Vice Chancellor, Associate Vice Chancellor and Assistant Vice Chancellor

Rating Scale

Rating	Rating Description	Beginning of Range	End of Range
Unsatisfactory	Performance generally fails to meet job expectations or requires frequent, close supervision of employee.	0	1.49
Needs Improvement	Needs Improvement: Performance meets some job expectations, but does not fully meet remainder.	1.5	2.49
Satisfactory	Performance meets all essential job expectations. Occasionally exceeds management expectations. Employee demonstrates good knowledge of job duties, and assignments are accomplished effectively with normal supervisory guidance.	2.5	3.49
Above Average	On a regular basis, performance is characterized by high quality work that exceeds most position requirements, key objectives, and management expectations. Employee demonstrates outstanding skills and abilities, and assignments are accomplished in a highly effective manner with limited guidance and direction.	3.5	4.49
Exceeds Standards	Performance consistently exceeds position requirements, goals, and management expectations. Resourcefulness and depth of program and technical knowledge are of the highest quality. Assignments are accomplished in an exceptional manner with minimal direction and are characterized by outstanding achievement.	4.5	5

University of Arkansas System Competencies

Supervisors will also evaluate employees on the four competencies outlined by the U of A System Office.

Respect for Others and Awareness of their Rights

The system promotes an atmosphere of excellence that honors the heritage and diversity of our state and nation.
Employees will deal with students, staff, faculty and members of the public with honesty and professionalism, will treat all individuals with dignity and respect, and will deal fairly, equitably and in good faith with all persons.

Continuous Learning & Development

The system provides workforce-relevant knowledge to enhance economic development efforts that improve the overall quality of life and societal well-being.
Actively identify new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.

Stewardship

The system provides students, researchers and professionals with tools to promote responsible stewardship of human, natural and financial resources in Arkansas and around the globe.
We are committed stewards of the human, fiscal, and physical resources entrusted to us. We are accountable to one another for the quality of our community, the strength of our finances, and the utility and beauty of our campus as a place of intellectual engagement and personal growth. We pursue innovations which respect the environment and foster sustainability in the management of our resources.

Integrity

The University of Arkansas System recognizes that its reputation is one of its most valuable assets and is committed to maintaining the trust and confidence of both the University community and the citizens of the State of Arkansas.
Conduct ourselves in a manner that strengthens the public’s trust and confidence by adhering the following principles:
- Conduct that is beyond reproach and integrity of the highest caliber;
- Honesty and fairness; and
- Accountability, transparency and commitment to compliance.

Appeals Procedure

If you disagree with your supervisor's evaluation of your performance and have evidence to support your reasons, you may appeal your performance review in accordance with the following procedures.

Ask your supervisor to reconsider your review. Your request for reconsideration must be made in writing within 10 calendar days of the performance review conference and must state the reasons you think the review is inaccurate, providing evidence or documentation, as appropriate.
Your supervisor will review your reasons for disagreeing with your performance review and respond to you in writing within 10 calendar days of receiving your request.
If you and your supervisor cannot reach agreement, you may submit a written request for review, within five calendar days, to your supervisor's immediate supervisor.
That official will review your request for reconsideration and your supervisor's response and may ask either or both of you to provide additional documentation or explanation. Within 10 calendar days of receiving your request for review, your supervisor's immediate supervisor will respond to you and your supervisor in writing, proposing a resolution of the disagreement.
If the unit in which you work has additional levels of supervision and you are not satisfied with the proposed resolution, you may appeal the decision of your supervisor's supervisor to the next level and beyond, provided that you present evidence or documentation supporting your request for review, up to the level of the head of your unit. At each level, you must submit your request for review within five calendar days after receiving a response and the reviewer will have 10 calendar days to respond.
If you disagree with the recommendations of the head of your unit, you may submit a written request for review, presenting supporting evidence, within five calendar days, to your vice chancellor. The vice chancellor will review the written record and may ask for specific additional information or documentation. Within 10 calendar days of receiving your request for review, your vice chancellor will recommend a resolution, in writing, to you and your supervisor.
If you are not satisfied with the recommendation of your vice chancellor, you may submit a request for review, along with documentation, to Human Resources, which will forward it, within five calendar days, to the chair of the Performance Evaluation Review Committee. The Performance Evaluation Review Committee will meet within ten calendar days to review all pertinent documentation concerning your disagreement with your supervisor's performance rating, and, within ten calendar days of its meeting, will make a recommendation in writing to the chancellor. The decision of the chancellor is final and binding.

Note: When the procedures specify time periods, such as 10 calendar days, within which a step in the procedures must take place, official university holidays do not count in calculating those time periods. If you need assistance with any of the written parts of the appeals process, Human Resources can assist you.

Performance Improvement Plan

If, at any time during the evaluation period, your supervisor determines that your performance has fallen below the performance expectations for your position, you may be placed on a performance improvement plan. Your supervisor must document the below-acceptable performance, inform you that you have been placed on a performance improvement plan and counsel you about ways you can improve. The length of your performance improvement plan for unacceptable performance is to be not less than 30 nor more than 60 days. During the performance improvement plan period, your supervisor will counsel you about your progress or lack of progress.

At the end of the performance improvement plan period, your supervisor will conduct a formal evaluation. If you have met the performance expectations of your position (completely satisfactory), your supervisor will remove you from the performance improvement plan. If you fail to meet the performance expectations of your position, your supervisor may extend the performance improvement plan period and give you additional counseling or may terminate your employment.

Resources to Support Performance Reviews

The Office of Human Resources Talent Development Team developed resources for employees and supervisors to reference if questions arise preparing for, during or after the review (Single Sign-On Required):