Human Resources | Performance Management
Performance planning and management are fundamental to the business strategy. It is through this process that employees are informed of the business objectives for the years and goals are set to meet these objectives. In doing so, supervisors should also identify the necessary training and resources to assist the employee in meeting his or her goals for the year. Moreover, these processes assist employees with their career development.
Should you have any questions or concerns related to performance management, can be directed to the Office of Human Resources at:
OFFICE OF HUMAN RESOURCES
Patricia Alexander, HR Manager
6400 Press Dr.
New Orleans, LA 70126
Phone Number: (504) 286-5272
Email Address: palexander@suno.edu
Southern University of New Orleans (SUNO) uses three distinct performance management systems depending upon an employee's classification.
FACULTY
The Performance Management process is a collaborative process that involves ongoing communication throughout the year between the employee and the supervisor.
Performance Evaluations are due by August 31st each year and Performance Plans are due by September 31st. Should the deadline fall on a weekend, holiday or university closure, all forms must be submitted by the workday prior to the deadline.
Unclassified Evaluation Highlights:
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Employees and Supervisors must work together through the evaluation and planning process.
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Employees and supervisors must work together during the performance year to ensure the employee is getting feedback and the supervisor is documenting progress and providing support if needed.
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If an employee changes jobs during the performance year, the supervisor will be required to complete an interim performance evaluation.
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If the employee is not meeting the performance goals or under-performing, the manager/supervisor will be required to prepare a performance improvement plan and provide follow-up to the employee.
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An employee who disagrees with their annual performance evaluation has a right to appeal to Human Resources. The Human Resource decision is final.
PERFORMANCE APPRAISAL TOOLBOX
• Goal Setting & Professional Development Plan
• Professional Development Plan
• Performance Appraisal: Interim Evaluation
• Notice of Improvement Needed /Unacceptable Performance
CLASSIFIED EMPLOYEES
The Performance Management process is a collaborate process that involves ongoing communication throughout the year between the employee and the supervisor.
Performance Evaluations are due by August 31st each year and Performance Plans are due by September 31st. Should the deadline fall on a weekend, holiday or university closure, all forms must be submitted by the workday prior to the deadline.
Unclassified Evaluation Highlights:
-
Employees and Supervisors must work together through the evaluation and planning process.
-
Employees and supervisors must work together during the performance year to ensure the employee is getting feedback and the supervisor is documenting progress and providing support if needed.
-
If an employee changes jobs during the performance year, the supervisor will be required to complete an interim performance evaluation.
-
If the employee is not meeting the performance goals or under-performing, the manager/supervisor will be required to prepare a performance improvement plan and provide follow-up to the employee.
-
An employee who disagrees with their annual performance evaluation has a right to appeal to Human Resources. The Human Resource decision is final.
PERFORMANCE APPRAISAL TOOLBOX
• Goal Setting & Professional Development Plan
• Professional Development Plan
• Performance Appraisal: Interim Evaluation
• Notice of Improvement Needed /Unacceptable Performance
PERFORMANCE EVALUATION SYSTEM (PES)
The Performance Evaluation System is a tool used to measure individual performance and to develop employees into high-performing individuals. The Performance Evaluation System became effective July 1, 2012 and applies to all classified employees: job appointment, probational and permanent. The performance evaluation year shall be July 1 through June 30 of each fiscal year.
Performance evaluations are maintained in the Human Resource Department in employee confidential personnel files.
Important Dates
• Performance Evaluation Session: July 1 – August 31*
• Performance Planning Session: July 1 – September 31*
PLEASE NOTE: Planning sessions for new hires and those employees being moved to a position having a different position number with significantly different duties should be conducted within three (3) months of the effective date.
MANDATORY EVALUATION INCLUSIONS
These inclusions must be included in all classified employees’ performance planning documents.
Mandatory Behavior Expectation
“Project a positive image of Southern University by providing high quality customer service by utilizing tone, body language and other verbal and non-verbal cues to convey a courteous and professional demeanor to clients on every level.
Mandatory Work Expectation for Supervisors only
Performance Plans and Evaluations are to be completed accurately and submitted by required deadlines.