About the Enhanced Performance Evaluation

A New Approach to Staff Professional Development!

The enhanced performance evaluation seeks to address recommendations developed by a special University committee formed in early 2013. The committee's final report included these overarching goals:

  • Improve (not replace) current PE
  • Increase focus on coaching, goals and development
  • Encourage employee involvement and professional development throughout the year
  • Ensure alignment with institutional goals and values
  • Deploy enhanced PE in an online format

Performance Evaluation Task Force

Members of the Performance Evaluation Task Force reflected a diverse cross-section of the University workforce:

Co-Chairs: 

Dr. Robert Mock, Student Affairs
Kristen Brown, UK HealthCare Ambulatory Services
Leigh Baker, IT Enterprise Application Group
Ronda Beck, Controller’s Office
Lance Broeking, Parking & Transportation
JoLynn Noe, Financial Aid
Russ Pear, Athletics
Megan Perry, UK HealthCare Internal Medicine
TJ Pettrey, UK HealthCare Cardiology
Jim Ryder, Medical Center Physical Plant Division
Kirsten Turner, College of Arts & Sciences
Skip Van Hook, Physical Plant Division, Staff Senate Representative
Rosemary Veach, College of Agriculture
Bill Verble, Human Resources, Ex-officio
Maria Fischer, Human Resources, Facilitator
 

Click here to read the task force recommendations.

Changes at a Glance

The table below highlights what is and is not changing with the new performance evaluation.

Previous Evaluation

Enhanced Evaluation

Major Job Responsibilities (MJRs) rated Remains in place (MJRs rated as with)
5-Point Rating Scale for MJRs 4-Point Rating Scale - see scale detail
Optional employee self-evaluation Employee self-evalution and comments take a central role as the first step in the process
Paper evaluation New online system, built around employee self-evaluation and feedback, will offer dynamic tools (available throughout the year) for individual goal-setting, recognition and more.

Please note: Any MJR rating of "needs improvement" would continue to require use of a performance improvement plan document (which will continue to be paper-based for the time being).

Strengthening Alignment with UK Values - Core Competencies (Campus), Behavioral Expectations (UK HealthCare)

The new core competency section features a separate three-level rating scale (needs improvement, meets expectations, exceeds expectations). Though based on our same core University values, the new section will be implemented in distinct ways for campus and UK HealthCare staff (see below or click on graphic at left to view). UK HealthCare's approach provides continuity with an  existing, values-based behavioral expectation standard, which has been in place for several years.

Click here to download the Our Values poster!

Campus - Core Competencies UK HealthCare - Behavioral Expectations
Dependability
Diversity and Inclusion
Initiative
Integrity
Interpersonal Relationships
 Customer Centered
 Service Focused
 Quality Driven
 Resource Wise
 Growth Oriented
Click here for definitions and criteria. Click here for definitions and criteria.

We appreciate your support for these initiatives and welcome your feedback and questions.

President Capilouto Performance Evaluation Broadcast Message

President Capilouto issued an important email message regarding enhancements to the staff Performance Evaluation process at the University of Kentucky. Read more >