Purpose of Performance Reviews
Provides an opportunity to:
- Translate Department/center's mission into specific achievable goals
- Manage performance rather than react to it
- Reduce overlap of job duties and ineffective, inefficient use of employee skills
- Provide written acknowledgment of completed work
- Gain new information and ideas from staff
- Discuss skill and career development
- Protect organization from unfounded charges of discrimination
- Reduce stress for the supervisor -- managing rather than reacting
- Reduce stress for the employee -- what is expected is made clear
"Why should I do Performance Review?"
First of all, because Performance Reviews will be beneficial to you, your employees and the organization.
Your use of Performance Reviews will result in benefits to your employees such as:
- Reduction in stress related to not knowing "Where I am going?" or "Where do I stand" or wondering "Does what I do matter?"
- Increased personal satisfaction and recognition for meeting expectations.
- Opportunities to identify career goals and develop skills.
- Opportunity for input and/or for exchange of information.
- Opportunity to understand role in organization.
The Performance Review process will enable the supervisor to:
- Manage performance rather than react to performance.
- Reduce stress since you are managing rather than reacting.
- Make personnel decisions in a fair and equitable manner, and thus effectively refute unfounded charges of discrimination.
- Gain new information and ideas from your staff.
Ultimately, your use of Performance Review process benefits your unit and the Department with:
- Translation of the Department's mission into specific goals.
- Reduction in overlap of job duties and inefficient, ineffective use of employee skills.
- Decreased costs of litigation related to unfounded charges of discrimination.
- A mechanism for identifying needed training programs.
Secondly, Performance Reviews should be done because the statutes require a performance evaluation program. Section 230.37 Wis. Stats. requires that a uniform employee performance evaluation program be established "...to provide a continuing record of employee development, and when applicable, to serve as a basis for decision-making...for...pertinent personnel actions."
We have developed a new process for your use in conducting annual
performance reviews of your classified employees. Chapter ER 45 of the Wis.
Admin. Code requires that a formal performance evaluation review be conducted
with each classified employee at least every twelve months. ER 45.01 Policy
and Purpose states “Recognizing the importance of identifying,
evaluating and developing individual performance to ensure that services to the
public are efficiently and effectively provided, the secretary shall, under s.
230.37, Stats., and in cooperation with appointing authorities, establish an
employee performance evaluation program. The primary purposes of the employee
performance evaluation program are to communicate performance standards to
employees, to provide observations on performance, and to identify the training
and development needed to improve the quality and quantity of job performance
and, thereby, increase or maintain expected levels of productivity.”
Nothing covered in the performance review should be a surprise to the employee.
HR contacts »
Content: Jeanne Hendricks
CAMPUS HR OFFICES