FAQs - Performance Reviews
Goals and Priority Weights
- Who determines priority weights?
- If priorities change, can the priority weights on my position description change, too?
- Who establishes my goals?
- What can I do if my evaluator and I cannot agree on my goals and I believe that they are unattainable?
- Is the Pre-Performance Worksheet required?
- Can I use my Pre-Performance Worksheet as a rebuttal to my performance review, if necessary?
- Who writes the position description and on what is it based?
- What does other duties as assigned mean?
- Who has the final decision regarding the functions on my position description?
- What is the purpose of a position description as it relates to compensation?
- What does the rating scale mean?
- If my performance review rating is a 2-3 (Not Satisfactory), will I be given the opportunity to improve?
- If I receive a 1 (Unacceptable) on my performance review, should I have had previous notice?
Performance Improvement Issues
- If my performance review is the first indicator of poor performance, what should I do?
- If my performance does not improve, what can I expect?
- What does progressive supervision mean?
- Will progressive supervision occur if my performance is consistently below a satisfactory level?
- How does compensation fit into the review process?
- What is the purpose of the mid-year Interim Progress Review Conference?
A: The person who assigns and observes your work and has the authority to coach, counsel and make determinations regarding the level of your performance.
This may be a Work Lead designated to evaluate employee performance (i.e., through the CSUEU Work Lead Designee Form), or an appropriate administrator (i.e., MPP).
A: A Work Lead is generally a member of the bargaining unit who acts as a liaison between the manager and the employees, implements management's directives and oversees the work of the unit to ensure satisfactory output.
The Work Lead is responsible for the performance of the work of others and, at the same time, participates in the work itself.
A Work Lead is normally the evaluator. A Work Lead in the CSUEU bargaining unit must be specifically designated.
A: Your evaluator sets expectations based on your position description.
Goals and Weights
A: Your evaluator makes the final determination; however, your evaluator may ask for your input.
A: Yes, but during the mid-year Interim Progress Review Conference only.
A: You will work together with your evaluator to establish your goals.
Your evaluator does make the final decision.
Q: What can I do if my evaluator and I cannot agree on my goals and I believe that they are unattainable?
A: You can meet together with your evaluator and their supervisor to discuss your concerns.
The evaluator does make the final decision.
A: No, it is optional.
A: Yes, if you attach a cover letter stating that you are using the pre-performance worksheet for that purpose.
A: Your evaluator may write the position description and/or may provide input to his or her supervisor regarding your position description. Your evaluator may ask for your input while writing the position description and is encouraged to do so.
Your position description should reflect what you actually do and is considered a living document, meaning that the priority weights may change during each review period to reflect the relative importance of a given duty.
A review of your position description will become part of each performance review. It describes your contribution to the University and is based on the California State University (CSU) Classification Standards.
A: It means work that is within the Classification Standard for the position.
A: Your evaluator has the final decision.
A: The position description is the foundation for University-wide equity and in-range progression reviews.
It will be a large part of determining the feasibility and cost of implementing a University-wide Compensation Plan.
A: The rating scale numerically measures your performance and is an indicator of success.
Q: If my performance review rating is a 2-3 (Not Satisfactory), will I be given the opportunity to improve?
A: Yes. At a minimum you should have received a counseling letter or written notice that advises you what will happen if your performance does not improve.
The letter or notice also should provide you with a deadline for that improvement.
Performance Improvement Issues
A: Request a meeting with your evaluator to discuss your concerns.
A: You can expect to be placed on a Progressive Supervision Plan.
If your performance does not improve, despite progressive supervision, you could expect to be terminated.
A: Progressive supervision is a series of steps to address serious performance shortcomings.
These steps may include coaching, counseling, verbal warning, written warning, written reprimand, suspension and ultimately, if there is no improvement, termination.
A: Compensation related to the performance review process is negotiated between the bargaining units and the California State University (CSU).
A: It is a time for you and your evaluator to discuss your performance contribution and identify both positive results and areas where improvement may be needed for you to be successful.
It is also a time to speak about changing priorities and activities that are happening organizationally, and to make adjustments if necessary to the priority weights assigned on your position description and/or your goals and action plans.