9.2 Performance Evaluation
The University of South Alabama has established a performance evaluation program to improve employee morale, job effectiveness, and job satisfaction through objective measurement and constructive counseling. The University reserves the right to modify the performance evaluation process, as necessary.
USA Health Employees
USA Health has additional evaluation and training requirements specific to the healthcare industry. Refer to USA Health’s Employee Performance Evaluations policy.
General Division Employees
The following Sections (9.2.1 through 9.2.5) apply to University General Division employees only.
At least once a year you will be evaluated by your supervisor on how you are performing the duties of your job. This evaluation will cover both your strengths and weaknesses. Your supervisor will work with you to correct any weaknesses in your work.
Your work will be evaluated on 10 factors:
- Quantity of Work – Performs required amount of work; effectively uses work time to achieve goals and objectives.
- Quality of Work – Produces work that is thorough, accurate, and neat.
- Knowledge of Job – Demonstrates competency and understanding to perform duties; learns and retains instructions.
- Initiative – Works/acts within established direction and guidance; self-reliant.
- Adaptability – Adjusts to changing duties, procedures, supervisors, and work environment; responds professionally to constructive criticism and suggestions.
- Attention to Duty – Concentrates on work and manages necessary and unnecessary interruption(s).
- Dependability – Reliable in doing work; follows instructions and stays on task; meets deadlines.
- Attendance/Punctuality – Demonstrates consistency in attendance and punctuality; (consider frequency of non-FMLA qualifying absences and tardiness).
- Judgment – Makes accurate decisions independently (within the scope of the job); analyzes problems and suggests effective solutions.
- Communications/Teamwork – Offers assistance, is courteous, and works well with supervisors, co-workers, employees, students, patients, visitors, etc.; demonstrates trust, mutual respect, and helps to maintain a cooperative and professional work environment.
Your supervisor will use a progressive rating scale which offers both a descriptive term and a numerical value. The numerical value on a scale of 1 to 5 will be indicated for each rating factor. The descriptive terms used are defined as follows:
- Unsatisfactory: Employee is not meeting performance requirements. Immediate corrective action and/or improvement is mandatory to maintain employment.
- Needs Improvement: Employee is not consistently meeting performance requirements. Performance at this level is only temporarily acceptable. Immediate improvement is expected and necessary.
- Achieves Objectives: Employee consistently performs the requirements in a successful, competent manner.
- Commendable: Employee frequently exceeds expectations by performing at a level above the requirements.
- Exemplary: Employee’s performance far exceeds requirements. Exceptional results are consistently produced.
In addition to the annual regularly scheduled performance evaluation, your supervisor may, at any time, review and rate you for a significant change in performance.
- Employees who received a number rating below a three (3) on the Annual Performance Evaluation will require a full re-evaluation on all factors on the evaluation form within ninety (90) days. Supervisors will provide the employees with goals and objectives and monitor their job performance over the ninety (90) day period.
- Deficiency evaluations may be used in conjunction with the progressive disciplinary process. Failure to improve performance to a satisfactory level within the ninety (90) days re-evaluation period may result in disciplinary action, up to and including termination.