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.

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):