The Process

The process of evaluating regular staff occurs each year from January through March and is accomplished utilizing an electronic system. Notification of the evaluation period is provided in December of the preceding year. Access the notification and timelines here. 

The evaluation process includes the following:

1. Assessment of progress toward goals established
2. Assessment of competencies determined to be essential components of performance
3. Establishing new goals
4. Identifying any areas for improvement (if applicable)
5. Documenting any professional development opportunities

Competencies

Achievement Toward NMSU Strategic Goals

Collaboration and Teamwork

Critical Thinking and Problem Solving

Interpersonal Effectiveness

Job Mastery

Organizational Awareness

Resource Management

Results Orientation and Execution

Self Awareness and Accountability

Service and Quality Focus

Valuing Diversity and Inclusion

Leadership (for supervisors)

Self-Assessment

Prior to the evaluation the employee provides feedback to the supervisor by completing the Self-Assessment Form. This allows the supervisor to see the past year from the employee’s perspective. The evaluation process, especially goal setting, should be collaborative.

Ratings

Performance evaluations are intended to provide valuable information to employees. To achieve that outcome, performance ratings should be informative, valid and defensible. Validity is the extent to which an employee’s performance rating corresponds to the employee’s actual performance of their job duties. Reviews and ratings should not be influenced by a person’s age, ancestry, color, disability, gender identity, genetic information, national origin, race, religion, serious medical condition, sex, protected veteran status, sexual orientation, or spousal affiliation or any other characteristic prohibited by law or inconsistent with the values of the University.

System

The electronic application is the required tool for completion for all exempt and nonexempt staff performance evaluations. The electronic form is designed to assist supervisors by automatically populating necessary and up-to-date employee information. Scores will automatically be calculated within the forms and will be retrievable by HRS for recording into Banner. Training opportunities for system usage, how to conduct evaluations and how to set goals, are provided throughout the evaluation period (January – March) for both supervisors and employees. Other on-demand training resources are accessible year-round for new supervisors or to refresh current staff (See Tools below).