Tips for Conducting Employee Performance Reviews

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Human Resources
CENTRAL
WA S H I N G TO N
UNIVERSITY

Human Resources Department
Quick Tips
400 East University Way
Ellensburg, WA 98926
Tips for Conducting Employee
Phone: (509) 963-1202
Fax: (509) 963-1733 Performance Reviews
E-mail: hrtraining@cwu.edu 5. Address what’s important to the
employee. Since job satisfaction is the
This monthly most important factor affecting an
newsletter is employee’s attitude (and therefore his or
intended to provide her level of performance and value to the
down-to-earth ideas University), an effective review should delve
and techniques into areas that include issues most
you can put into important to that employee.
action to improve 6. Discuss work/life balance. The
communication, performance review is a good opportunity
enhance performance, to show your concern for the employee’s
motivate staff, and work/life balance, and to jointly discuss
influence peers. solutions to improve that balance. It’s also
Your suggestions a good time to create a plan for the
and ideas are No organization can function for very long
employee’s career advancement and discuss
encouraged. without a team of productive employees
what future opportunities might exist for
E-mail your HR supporting it. It’s important not only that
him or her.
Quick Tips newsletter your employees feel appreciated, but also
submissions to that they feel they're progressing steadily in
Michael Horne at: their careers. To make your performance
hrtraining@cwu.edu. reviews as productive and as painless as
possible, follow these tried-and-true
suggestions:

HR UPDATE 1. Be prepared. First of all, make sure you
are fully prepared before sitting down with
The contract for CWU’s the employee. Decide both what you’re
participation in the going to say and how you're going to say
Washington State
Department of Personnel’s
it.
E-Learning Network will 2. Lead with the positive. It’s important to 7. Review regularly. Reviews should be done
expire on June 30th and will reaffirm the employee’s strengths at the proactively with the purpose of improving
not be renewed. Those beginning of the review. employee morale and productivity. When
employees who are
3. Don’t be confrontational. It’s also you conduct them on a regular basis, you
currently enrolled will
continue and have full important not to criticize the employee in avoid reviews prompted solely by the need
support for the duration of general terms. The goal is to evaluate job to document an employee’s poor
their one-year subscription performance and not the person. A performance.
period. HR is currently performance review that turns into a gripe The sign of a successful performance review is
researching other online
session misses the opportunity to raise an employee who leaves the meeting feeling
and e-learning vendors that
will meet CWU employee employee morale. motivated and excited about his or her job. If the
training and development 4. Make it a two-way conversation. An employee’s job satisfaction needs are unmet, it’s
needs and will keep the effective performance review requires an less likely they will be motivated to focus on your
campus community advised interactive discussion with an open goals for the University. But if an employee feels
of any developments.
agenda. Try to formulate questions that acknowledged, appreciated, and fairly rewarded
Contact Mike Horne at for past efforts, he or she will indeed become a
x2196 for more seek the employee’s ideas and input.
Remember, this will help the employee valuable asset to the future success of the
information. University.
feel you value his or her opinions.
NEWS and UPDATES Recruitment Tips
July Q & A Changes to Training and Did you know? As of July 1, 2008 Background
QUESTION: I’m from Development Policy Checks are required on persons hired for initial
the old school that says employment at the university. This includes
The President’s Advisory Council has approved several
people are getting paid for faculty (both tenure and non-tenure track),
changes to the Training and Development Policy. This
doing their work, and all policy applies to all staff which includes non-represented exempt, civil service and temporary hourly
they need to know is how classified and exempt employees, and faculty, when employees. This is a change from our past
to do their job. Why applicable. To the extent that the policy addresses terms practice. Please work with the Recruitment
should I waste time trying not covered under collective bargaining agreements for Specialist, Joy Carlson at carlsonj@cwu.edu or
represented employees, the terms of the policy prevail. ext. 1260 if you have questions concerning this
to be a great Highlights of the changes include the following: new CWU Policy.
communicator?
1. Scheduled training:
ANSWER:
Staff employees shall remain in pay status according to
Establishing good lines of university procedures, civil service rules, collective
communication is time well bargaining agreements and FLSA guidelines, when
assigned or scheduled by supervisors to attend training.
JULY TRAINING PROGRAMS
spent. In fact, it can be a
time saver for a supervisor 2. Supervisory Training New Employee Orientation
in the long run. Keeping Employees, including faculty members, appointed to July 3rd 9:00 a.m. – 11:00 a.m.
people informed builds supervisor or management positions must successfully SURC Rm 202
both trust and teamwork. complete entry-level supervisory/managerial training
It also improves morale, within six (6) months of the date of appointment to a Communicating Effectively in the Workplace
can reduce turnover, and supervisor or manager position unless granted an July 9th 8:30 a.m. – 12:00 p.m.
exception in accordance with the WAC and/or the SURC Rm 202
increase productivity.
university’s training and development plan. The
Effective communication is Supervisory Enrichment Program provides the training
classes that meet this requirement. DRS Retirement Planning Seminar
critical for success. July 19th 8:30 a.m. – 12:30 p.m.
Effective communication 3. Mandatory Training
SURC Rms 210 & 215
skills are an important The following training is required for all employees to
element for the attend: To view the training and development catalog,
development of strong and register for classes, please go to:
a. New Employee Orientation (all civil service and
working relationships. exempt employees) – normally within 30 days of http://www.cwu.edu/~training/ or call
Poor communications initial employment (509) 963-1202 for more information.
starve a relationship while
b. Supervisory Enrichment Program – normally
good communications within 6 months of moving into a supervisory or
nourish it. management position
This is true regardless of
whether you are a
c. Emergency Preparedness – at least biannually
COMING IN AUGUST 2008‐
d. Appropriate Workplace Behavior - annually
member of a committee or 2009 TRAINING CALENDAR
a member of a work team.
So improving Meet the Staff
communication skills is
important for success. But Stephen Sarchet is the HR
B
Benefits Brief
this doesn’t just happen. Representative for Business
All employees must work and Financial Affairs. A native Clearing Retirement
of Dayton, Ohio, he grew up in
Plan for the Unexpected
at developing listening and Savings Hurdles
verbal communication the Fairborn and Springfield
The good news is you have an
skills. areas, and graduated from
employer-sponsored retirement plan.
Tecumseh High School and the Not having access to one is a significant
To receive additional Clark County Joint Vocational obstacle to retirement security, a
information on training School. In 1982 he enlisted government study has found.
offered by the HR he enlisted in the Air Force and was stationed at
Department please call Whiteman AFB in Knob Noster, Missouri, where The bad news is not enough of us save
(509) 963-1202 or refer he married his wife, Joanie, in 1984. Over the sufficiently, according to the November
course of his military career, he was stationed in 2007 report by the U.S. Government
to:
Missouri, Germany (where his son was born), Accountability Office. As a result, many
http://www.cwu.edu/~training/
Montana, and Kansas, and served as a Security workers could have far less money than
they need in retirement. Read more
Policeman, a Personnel Specialist, and as a First
Also see www.cwu.edu/~hr/benefits
Sergeant. In 2003, Stephen earned his Bachelor's
degree in Human Resource Development from
Southwestern College and retired from the Air
Force. He began working at CWU in December,
2003.

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