Evaluations are conducted through the electronic eValuations system. eValuations allows supervisors and employees to view and complete job evaluations on-line, make comments about the evaluation, and submit the evaluations electronically through the appropriate signatory chain to Human Resources. eValuations also stores historical evaluations so that employees and supervisors will always have access to past evaluations.
Annual Performance Evaluations are performed for all regular full-time and regular part-time (non-faculty) employees with twelve (12) months or more of service as of March 1 of each calendar year. Employees with twelve (12) to six (6) months of service as of March 1 will not receive an annual evaluation due to the recent completion of a separate six-month probationary evaluation. Employees with less than six (6) months of service as of March 1 will receive a separate probationary evaluation in lieu of an annual evaluation during their fifth month of employment. Temporary employees, graduate assistants and student workers are not evaluated through this system.
Changing Your User Type
This brief presentation shows you how to find your missing evaluations with just a few simple mouse clicks.
Performance Evaluation Scenario Video (7:19 minutes)
How to communicate your assessment of an employee's poor performance
- Notice the following in the video:
- The supervisor is well prepared. Supervisor has logs, business cards, EAP brochure, the employee's job description and a copy of the evaluation in hand before the meeting.
- The employee has been given the chance to review the evaluation before meeting with the supervisor.
- The meeting is held in a private and neutral setting, the conference room table (complete with tissues), rather than the supervisor's office/desk.
- The supervisor has made notes regarding talking points in order to keep the conversation on track.
- The employee is not surprised by the evaluation.
- Did you notice the following in the video:
- Supervisor maintained control of the conversation.
- Supervisor ensured there was enough time allotted to finish the conversation without interruption.
- Supervisor based the evaluation on FACTS about the employee's actual performance.
- Supervisor kept the conversation focused on improvement opportunities/potential.
- Even though the supervisor is obviously frustrated, she maintains a professional and respectful demeanor while still being direct and unwavering.
- Supervisor set the stage for continuous communication.
- The supervisor leaves the responsibility for success up to the employee.
Performance Evaluations eTraining
eValuations Training Website
Training Site - A great place for new Supervisors to get comfortable with the system or to simply practice evaluating employees. The training site is refreshed the 1st and 3rd Saturday of each month.
***All data entered into the Training Site is erased every 2 weeks.
Do NOT enter your official evaluations here.***
||Draft annual evaluations before saving the official online eValuations.
Additional Web Page:
East Tennessee State University has a firm commitment to performance evaluation of University personnel, whatever their category and level, through the medium of a formalized system. The primary purpose of such evaluation is to assist personnel in professional development and in achieving University goals. The procedures addressed here apply to every full-time, non-faculty University employee. Faculty evaluation is addressed under a separate program.
Please Contact Human Resources Via: