(Arkansas Code Ann. §21-5-1001)
Performance review is a process that should take place continuously. While day-to-day review is usually informal, Arkansas law requires that the performance of all employees be evaluated formally at least once a year.
The performance review is the basis for any salary increase. Employees who receive a written performance-based or conduct-based reprimand during the 12-month rating period covered by their performance review are not eligible for a merit increase.
University of Arkansas Performance Review Plan
Your Performance Review and Rating
Your formal performance review will be made on the basis of your performance over the preceding calendar year.
Your supervisor will compile the observations of your performance during that period and will provide a rating. The rating uses five performance categories: unsatisfactory, needs improvement, satisfactory, above average and exceeds standards. Your supervisor will review and explain your rating in a performance review conference. You may use the conference as a time to discuss your performance achievements as well as challenges you may have encountered during the rating period. Be prepared to make suggestions about ways you might correct or improve your performance.
At the end of the performance review conference, you will have the option to make comments about your performance review in the area provided on the performance review form. You may use this opportunity to state your agreement or disagreement with the performance review and the reasons for your response. You will then be asked to acknowledge the performance review. Your acknowledgment does not indicate that you accept or agree with the rating, only that your supervisor has discussed it with you.
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.
Benefits of Performance Evaluation
The performance review process is designed to help you understand what is expected of you in your position, give you information about what you need to do to improve your performance, determine your eligibility for salary increases, and help develop your career opportunities. You and your supervisor should discuss your performance throughout the review period so there are no surprises in the performance review conference. The communication process that performance review requires provides an opportunity for you and your supervisor to work out misunderstandings and disagreements as they occur and before they become more serious.
Monday, September 20, 2021 7:32 AM
Friday, June 03, 2011 1:59 PM