Fisher College of Business
Performance Evaluation and Salary Setting Process for Staff
All staff will be evaluated by performance measures outlined in the required evaluation forms (attached). These performance measures will inform the salary setting process. The performance review, performance rankings, and salary setting processes are described below.
Performance Review
SECTION I: THE SELF-EVALUATION (Replaces separate PMI Self-Evaluation)
This section is to be completed by each staff member. It provides an opportunity for a staff member to report his/her job experiences over the past year. The Self-Evaluation includes three parts:
Part A: Job Description
This part allows each staff member the opportunity to review his/her job description and report any changes in job duties over the past year. Significant changes may warrant further review and adjustments in the official job description.
Part B: Accomplishments/Strengths/Development Needs
This part assesses the progress made on last year’s goals, reports any college/university contributions such as committees or presentations, and makes note of recognitions or awards received. Use this section to highlight any activity that the staff member feels added value to the organization.
Part C: Needs and Enhancements (Replaces separate Upward Feedback Form)
In this part staff may discuss any challenges or roadblocks that got in the way of meeting goals. These might include inadequate resources, organizational changes, communication problems, etc. It is also a place for the staff member to provide feedback to his/her supervisor
SECTION II: PROFESSIONAL AND PERSONAL GOALS FOR COMING YEAR
This section is to be completed by each staff member. After evaluation and assessing the past year, the staff member looks ahead at goals for the upcoming year. This section may be modified as discussed in meetings and coaching sessions with the supervisor.
SECTION III: SUPERVISOR’S EVALUATION (Replaces Performance Planning: Competencies, Goals & Expectations and Performance Review Form)
In this section the supervisor provides written feedback based on Sections I and II of the Performance Review and the performance review meeting. The supervisor Includes in his/her feedback recommended action steps to discuss with the staff member to improve his/her performance.
SECTION IV: EMPLOYEE’S SALARY PROFILE FOR NEXT BUDGET YEAR (New)
This section is completed by the unit head once the salary setting process is completed. Because performance review is only a part of a salary decision, this section records the salary discussion that takes place with the staff member with the result that each staff member understands the context and considerations that impacted his/her salary decisions and raise.
Performance Rankings
Once sections 1 through 3 are completed, the evaluation forms are submitted to the unit head. Unit heads are defined as deans, department chairs and directors of administrative units. Each unit head will review the performance evaluations and rate their staff members as Substantially Beyond, Beyond, Meets and Below the norm. Unit heads will be required to prioritize individuals ranked equally in either the Substantially Beyond or Beyond categories.
The unit head then prepares a cover letter for the entire unit, which will provide evaluative assessments for all staff in the unit based on performance, market, retention, equity, and other relevant data. The cover letter must include the salary ranking as noted above for all unit personnel, and it must prioritize personnel for salary recommendations between individuals ranked equally in Substantially Beyond and Beyond categories.
The unit cover letter and the supporting evaluations are submitted to college administration for review and official record of performances.
Salary Setting Process
The aggregate staff salary increase for the entire college is determined by the college and approved by the Office of Academic Affairs prior to incremental salary increases for individuals are calculated. Each unit head is allocated funds by A&P and CCS categories based on the college-wide staff aggregate percentage applied to the base salaries by unit. The unit head allocates those funds by category to each individual based on the performance review and can also distribute a portion of those funds based on equity and market issues.
The incremental staff salary calculations for each unit are then submitted to college administration. College administrators then review all returned salary increase distributions to ensure consistency in salary increase distributions across the college.
Following the completion of the salary allocation process, unit heads will be expected to discuss the specific considerations used to determine the salary with each staff member, including the reasons for the recommendation, an assessment of performance for the past year, and the setting of appropriate goals for the following year. Unit heads will then complete Section 4 of the MAX Performance Review document.
The Dean’s Office will confirm the final salary recommendations in writing once approved by the Board of Trustees.