June 17, 2024
New staff performance management evaluation system to begin implementation this fall
With stakeholder interviews, focus groups and a detailed assessment now complete, the university will begin a phased implementation of a new staff performance management evaluation system this fall.
Establishing a consistent, unified staff performance evaluation process aligns with the university's goals to build and sustain a next-gen workforce and become an employer of choice in Kansas and higher education. Doing so will help K-State realize its vision to lead the nation as a next-generation land-grant university. Note: The initiative will not impact tenured or non-tenure track teaching and/or research faculty, graduate students or student employees.
Consulting firm Segal, in partnership with the executive leadership team and project steering committee, analyzed the university's current performance planning and evaluation practices, processes, ratings distributions, training materials and more. It also conducted interviews and focus groups with 113 faculty, staff and administrators across the university, then conducted a gap analysis comparing K-State's current performance management approach to leading practices across the country.
Key findings
The assessment, focus groups and interviews provided rich data to assist the development of the new performance evaluation system. In many ways, the findings confirmed what university leaders long knew to be true:
- The current system lacks consistency and institutional oversight.
- Performance management isn't clearly defined or well understood.
- Planning and evaluation aren't clearly aligned with K-State's goals.
- Ratings are applied differently across the university.
- Multiple performance assessment instruments are being used across the university.
Case in point: 31 different ratings scales were found across the university to describe high performance.
"Our employees want a new approach that values, incentivizes, recognizes and empowers them," said Shanna Legleiter, chief human resources officer and chair of the project steering committee. "And our managers would like more resources and support to help them successfully manage performance. Our new evaluation system will provide that and support their success."
Next steps
Human Resources will roll out tools and training for employees and supervisors, including a new evaluation form, in a phased approach beginning this fall. Universitywide implementation is expected to be complete in January. HR will notify colleges and departments when they are scheduled to begin implementation.
Development of an electronic learning and performance management system to automate the performance review process, assist employee development and track progress on annual goals will begin in January.
Additional details will be shared as work progresses.
"Our new performance management process will modernize our approach to support our employees' development, as well as impact the way we recruit, retain and develop staff in a much more efficient and streamlined way," Legleiter said. "We're excited about this investment in our employees."
To learn more, visit the Performance Management page.