Winthrop's Administrative Review Process applies to athletic or academic administrative employees. Administrative Reviews are completed in the HR Portal and can be accessed via Wingspan on the Employee Detail tab when selecting the Position/Performance Management link.
All Staff Reviews are completed in the HR Portal and can be accessed via Wingspan within the Employee Tools section on the Home tab, by selecting the Performance Management link.
E-mail notices are sent to supervisors approximately six weeks before an employee's performance appraisal is due. Please complete an electronic performance appraisal in the HR Portal (PeopleAdmin) and then review the information with the employee and have them sign it online. This process needs to be completed no later than the first day of the month of the employee's review date.
Please contact the Office of Human Resources at extension 2273, if you have any questions concerning this process.
Rating Supervisors will be able to access their employee list on the landing page of the Winthrop University Employee Portal.
The goal of the performance review is to provide the employee with feedback on their
performance and accomplishments since the previous rating. The job duties should be
rated on how well the employee has met the success criteria that have been identified by
the rating supervisor. Please refer to the Employee Performance Management Policy for detailed information regarding the EPMS process.
All staff shall be given an annual appraisal no more than 90 calendar days prior to the universal review date of March
31st.
A trial period evaluation is a six month evaluation following an employee's promotion, reclassification,
or demotion in the new position.
An employee in probationary status will have a review period that begins on the first date of employment and ends
the day before the annual performance review date. For example, an employee who is
hired on June 2nd should have his annual review completed on or before June 1st of
the following year.
Once the rating supervisor completes the form and before conducting the performance
review meeting with the employee, submit the form electronically for review by the
next level supervisor (reviewing officer) to acknowledge their agreement. Having the
reviewing officer acknowledge the performance review before it is given to the employee
will keep them informed regarding the employee's performance, and ensure agreement
on the overall rating of the employee.
Section 1A - Job Duties: List the most important functions for successful job performance. The
performance review should include at least 80% of the duties that are based on the
employee's position description.
Ratings Chart (Effective January 2017)
Section 1B - Performance Characteristics: Choose performance characteristics that are directly related to the employee's job. NOTE: Supervisory roles are designated
on the review form. All employees who are supervisors must be rated on Commitment
to Affirmative Action/Equal Employment Opportunity and Evaluation, these two entries
are identified in the list as *Required*.
Section 1C - Overall Evaluation: Once the ratings are entered for the performance of the job
duties, an overall EPMS evaluation rating must be entered. Rating supervisors must consult with the Office of Human Resources
before assigning an overall rating of "unsuccessful/unsatisfactory". Please refer
to the section of the EPMS policy regarding the Substandard Performance Process for
Covered Employees for more information.
Employee Comments: The employee is permitted to add comments regarding the performance
evaluation prior to acknowledging electronically on the HR Portal.
Signatures: The final evaluation must be acknowledged electronically by the rating
supervisor, reviewer and employee. Copies do not need to be forwarded to the Office
of Human Resources. Please note that the employee's signature does not indicate agreement
only that the employee has read and received the performance appraisal from their
supervisor.
The Plan (also called the Planning Stage Document) should be retained by the supervisor for use during the upcoming rating period. The
supervisor should discuss the job duties, performance characteristics, objectives
and success criteria for the next rating period. The Plan must be acknowledged electronically
by the rating supervisor.
