Appraisal and Development Plan

Performance Review Process and Key Features 

The annual Performance Review rating cycle occurs between April 1 and June 30 of each fiscal year. New employees receive a 6-Month Review during their Probationary period, with a formal Check-In on their 3-Month Anniversary date on their progress and performance. Probationary Reviews assess the new employee's progress in learning the job. The process consists of a formal update at the 3-Month Anniversary date on the employee's progress along with a planning meeting and review meeting for the 6-Month Review.  

Organizational Values, Behaviors, and Competencies: 

All employees will be evaluated on four (4) common competencies along with the goals established for the rating period:  

• • Mission Integration/Organizational Commitment/Strategic Plan
    Understands, and exhibits ethical behavior that reflects, mission, values, needs, and priorities of the University. Supports the University and departmental goals in the Strategic Plan through interactions with others, participation in activities and training, and engagement with university initiatives for these goals.

• • Interpersonal and Team Performance
    Treats others with courtesy, dignity, and respect, while recognizing and appreciating differences in others. Listens well and communicates in a clear manner both verbally and in writing. Recognizes the value of, adapts to, and suggests change when appropriate.

• • Dependability
    Displays a strong work ethic, takes initiative, and timely performs job duties with proficiency. Keeps appropriate individuals informed as needed. Is trustworthy in actions and words.
    
    
  • Personal Effectiveness/Achievement/Motivation
    Works toward doing the best job possible. Consistently works to achieve a higher standard of excellence to improve professional and personal performance. Looks for opportunities to continually learn from experiences and other sources. Uses information and creative, careful thinking to see problems and develop solutions. Is willing to offer one’s opinion about the work process. Professionally represents the university in all interactions with others. 

Supervisors:

• Supervisors can access their Performance Reviews and other Performance related actions through the Performance Icon or under the Performance tab in My Learning Connection.     
• Both the Annual and Probationary cycle will have similar features.  Annual Performance Review (ADP) documents due dates will be based on the new Annual Cycle of July 1 – June 30 and the Probationary documents due dates with be based on the employee's last hire date. 
• Supervisors will receive a communication or “Task” directing them to the Performance online site to develop their goals and planning document for their employee(s).  Goals can be updated under the same site if needed.  
• Supervisors have access to their historical documents in the previous system to copy goals into their 2025 plans or they can use the Goal Library, Strategic Plan, the SMART Goal Wizard, and AI to develop goals for planning.
• Supervisors can update their Planning documents throughout the rating period to reflect changes in supervision, in job positions, responsibilities, or goals.  Employees will be notified of changes via email and are able to view the changes online under the Performance Review tab.     
• Electronic signatures will be utilized to verify communication with employee(s) and for completion of the process. 
• The chain of supervision has visibility on their units' ADP documents to monitor completion status and to view data for their unit.  

Employees: 

• Employees can access their goals and other Performance related actions under the Performance tab in My Learning Connection.     
• Both the Annual and Probationary cycle will have similar features.  Annual Performance Review (ADP) documents due dates will be based on the new Annual Cycle of July 1 – June 30 and the Probationary documents due dates with be based on the employee's last hire date. 
• Both current and historical documents are available to the employee.     
• Employees are notified via email when updates are made to their Planning documents and their Review documents.  
• Electronic signatures will be utilized to verify communication with employee(s) and for completion of the process. 

Purpose

The University believes that a fair performance evaluation system is one of the keys to a successful performance-based compensation system. Performance planning and appraisal meetings serve to plan for the tasks, duties and goals to be accomplished throughout the upcoming year, and evaluate employee performance during the previous year. During these meetings, supervisors give useful feedback to employees to promote productivity, communication and professional development. Employees are evaluated using a rating scale comprised of five levels of performance with .1 increments. It is the cost center administrator’s responsibility to ensure performance evaluations are completed accurately and in a timely manner for their unit.

The University's ADP process is designed to support the growth and development of employees and to recognize their overall performance:

• Evaluate each employee's effectiveness in performing assigned duties and responsibilities.
• Establish performance standards as they relate to the current job description and in support of the University’s goals, mission, and strategic plan. 
• Assist employees in developing additional knowledge, skills and abilities for job advancement.
• Document shortcomings or substandard performance and outline methods to improve future performance.
• Determine retention of an employee at the end of the probationary period.

Performance Improvement Plans (PIP) 

Supervisors needing to address performance issues with an employee should contact Human Resources at HRPerformance@MissouriState.edu for assistance, guidance on the process, and to receive access to the Performance Improvement Plan  form.  The PIP is covered in Chapter 5.2.4 of the Employee Handbook.

• Performance Improvement Plan (PIP) form

Resources for the Performance Review Process (ADP)

• Online HR Live and Zoom classes provided by Human Resources. Register online through My Learning Connection, search under adp. 
• Missouri State employee handbook for administrative, professional and support staff employees, Chapter 5. Employee Performance Evaluations.
• Supervisor training provided by the University. Register online through My Learning Connection, search under Supervision and Leadership categories.

Organizational Chart 

The University's Organizational Chart determines the workflow process for both the annual and probationary ADP process. Changes in supervision will be tracked to update the workflow process for email notifications and assignment of  Performance Review (ADP) forms:

• “Reports To” information for new hire, transfer, or promotion PAFs will be updated by Human Resources as part of the Personnel Action Form (PAF) process.

• Changes to subordinates will be entered on the Supervisor Change Form if it occurs outside of the the PAF processes listed above. This form is located online with the PAF.  

Contact HRRecords@MissouriState.edu for assistance or questions with this process.

Questions and Assistance on Performance Review Process

Contact HRPerformance@MissouriState.edu or call 417-836-4592.