1. Updated Performance Management for Exempt Staff Fall 2009

2. Performance Management – Why? A good Performance Management process: 1.Improves communication; 2.Increases staff effectiveness; 3.Clarifies jobs and responsibilities; 4.Increases staff performance; 5.Helps employees work together; 6.Establishes common goals & fewer obstacles; and 7.Provides data to document performance.

3. Performance Management Key Elements for an Effective System Plan work, set expectations & establish goals Evaluate previous performance Coach and develop Communicate performance ratings to the employee Continually monitor and document performance Recognize performance and acknowledge contributions

4. Overview Exempt Performance Evaluation Project Step 2 – Spring/Fall 2008 Pilot & Revise Performance Evaluation Version I Step 1 – Fall 2007 Research & Development Performance Evaluation Tool Step 3 – Spring/Fall 2009 Pilot & Revise Performance Evaluation Version II Step 4 – Spring 2010 Training and Rollout Performance Evaluation Final Version The following is an overview of the process used in the Performance Evaluation Project :

5. Objectives & Highlights: Exempt Evaluation Form Links performance to the mission of the University Creates a fair and measurable process allowing NMSU to link pay to performance Assessment areas are applicable to broad constituencies Employees have a clear understanding of expectations Enhances employee & supervisor interactive process Measurable evaluation ratings build a common foundation and consistent process

6. Optional Self-Assessment Form Recommended Use: –Every three years or –When an employee begins a new position Employee Communicates: –Key accomplishments, challenges, training, resources needed; and –Goals and development areas for the coming year from the employees perspective

7. Major Sections of New Performance Evaluation and Planning Form Section 1: Evaluation of Past Period’s Performance: 1A. Job Responsibilities 1B. Expected Behaviors 1C. Achievement of Goals 1D. Overall Evaluation Section 2: Development Plan for the Coming Year: 2A. Goals for Coming Year 2B. Development Plan

8. Section 1A: Assessment of Job Responsibilities Job Knowledge Productivity Quality of Work Initiative Use of Resources Continuous Improvement Duties and responsibilities are based on the job description and other duties as assigned.

9. Section 1B: Assessment of Expected Behaviors Customer Service/Focus Problem Solving Interpersonal Relations Teamwork Collaboration Professional Ethics Behaviors describe how the employee acted in performing responsibilities and achieving goals

10. Section 1C: Assessment of Achievement of Goals Individual goals based on, and linked to, the needs and direction of the unit Goals are established and agreed upon at the beginning of the performance year Goals expressed as measurable actions and results Evaluating the Goals from the Past Year - the evaluation is based upon the level of achievement of goals

11. Section 1D: Overall Evaluation of Past Period Provides an overall evaluation of each of the major categories in Section 1 - Evaluating the Past Year Overall evaluation ratings should be supported by appropriate documentation and/or comments

12. Section 2: Development Plan for the Coming Year 2A: Goals for the Coming Year Activities outside of regular job duties based on, and linked to, the needs and direction of the department supporting the University’s mission and goals 2B: Development Plan* Identifies the area of improvement, skill or behavior needed to perform the current job *Follow-Up Review Date-required if development items indicated

13. October – November 2009 Develop an Executive Level performance evaluation and planning instrument based on LTV goals November 2009 – January 2010 Train and present to the University community; develop on- line training that will be accessible to all NMSU sites and locations November 2009 – February 2010 Develop an electronic version of the exempt performance evaluation to be available on-line January 2010Introduce and train the group to pilot the revised Executive Level performance evaluation February 2010University-wide implementation of the new exempt evaluation tool & initial pilot of executive evaluation tool May 2010Survey the participants who utilized the executive evaluation tool and make modifications accordingly Timeline for Implementation