Performance Evaluation Ratings Changed to Five Levels
Posted: October 23, 2003 at 1:00 am, Last Updated: November 30, -0001 at 12:00 am
By Tara Laskowski
In response to feedback from employees, managers, and the Staff Senate, George Mason has revised its performance ratings to fully recognize varying levels of performance. The new levels are extraordinary achiever, high achiever, solid achiever, fair performer, and unsatisfactory performer. They will translate to the state’s current ratings of extraordinary contributor, contributor, and below contributor for purposes of allocating future pay raises.
The rating system was developed after the Staff Senate Compensation Plan Review Ad Hoc Committee made a recommendation based on research of other universities’ employee performance rankings. Many employees and supervisors felt that the state’s rankings were not sufficient to recognize employees who went beyond their job expectations but were not considered for extraordinary achievers. “These rankings fill the gap,” says Ilse Riddick, compensation manager for the Department of Human Resources. “It is a way for supervisors to acknowledge employees who do go above and beyond the contributor ranking and say thank you to those employees.”
Descriptions of the new levels as well as how they translate to the state rankings can be found on the Human Resources web site.
Current performance reviews are due by Oct. 31. All classified staff members who receive a rating of fair performer or better on the 2003 Performance Evaluation will receive a 2.25 percent pay increase effective Nov. 25.