Human Resources

Performance Evaluations

Performance Management at Emerson College

Welcome to the Performance Management Website! Performance management, when done correctly, is an iterative process of expectation-setting, ongoing review, regular and honest feedback, and formal evaluations. The overall performance management cycle for staff at Emerson includes three components, as shown below. These components are Performance Planning/Expectation Setting, Ongoing Review and Feedback, and End of Year Evaluation. Everyone has an important role to play in performance management.

Performance Management

The performance evaluation process at Emerson is designed to support the broader performance management process and to increase communication between managers/supervisors and staff. There should not be any surprises when staff members receive their annual evaluations. To support everyone in this process, Emerson also offers extensive Learning and Development resources.


2015 – 2016 Performance Evaluations

Below are the key dates in the timeline for the 2015-2016 performance evaluation process. Once you have started the performance evaluation process, you may move through it as quickly as you wish. For a more detailed timeline, scroll to the bottom of this page and click on the "Detailed evaluation timeline" link. Also at the bottom of this page, you can find templates that you can use as drafts before you enter your information into the system.

Key Dates for Evaluations

There are multiple steps to most of these – see the detailed schedule for the specific steps

October 1, 2015: System is open

October 31, 2015: Goals are due in the system

April 25, 2016: Evaluations forms are available in the system

(To accommodate differing schedules, individuals and departments can move through the evaluation process as quickly as makes sense for them between April 25th and August 26th)

*August 26, 2016: Evaluations are DUE!

(Performance scores are pulled into the merit process)

September 30th, 2016: The system will be closed for this cycled

The dates with a (*) are the most important deadlines in this evaluation process. On the following business day, the overall performance scores will be compiled and sent to the department leader (e.g. Vice President) as an input to their merit decisions. If a performance evaluation is not complete by the end of the day on July 30th, the individual's score will appear blank in that merit spreadsheet.

Please note that the next step in the system will not show up in your action items until the previous step is complete. To see if you have a step that needs completing check your Action Items -  your next step, if any will be there. If it says OVERDUE the step hasn't been completed on time/may be incomplete. Any OPEN steps are ok and can still be completed on time.


The Performance Management System

Current System

This year we are using a new performance management system, called PeopleAdmin, which is integrated with other HR systems. The link to the system is https://emerson.peopleadmin.com/hr/sso. You can log on using using your standard Emerson username and password (the same credentials you use to log in to your Emerson email, eCommon, etc.). If you have trouble signing in, please call IT at x8080. For all other questions about Performance Management or PeopleAdmin, please call HR at x8580. The new PeopleAdmin Performance Management System will generate reminders when you have action items pending.

We have developed a detailed user guide for this new system, which you can access here (PDF).

Log In

2008-2013 System

You can access evaluations and performance plans from 2008-2013 in the previous Performance Evaluation System at any time. The link to the previous system is ecampus.emerson.edu/hr/performance_evaluations. The username and password for that system will be the same as your username and password for eCommon.


Templates/Forms for 2015 – 2016 Process

To determine which form is right for you, you can look up your classification title in your job description at this link: emerson.peopleadmin.com/hr. At the top right, use the drop-down to select "position management" and then click on "Position Descriptions."

Plan Form for 2015 – 2016 (these are .doc templates you can use to draft your plan)

  1. Plan form for Support Staff (Entry Support, Intermediate Support, and Senior Support)

  2. Plan form for Entry to Mid-Level Individual Contributors (Entry Individual Contributor, Intermediate Individual Contributor, and Career Individual Contributor)

  3. Plan form for Senior Staff, including Senior Individual Contributors (Advanced and Expert), Managers, and Executive-Level Staff (Director 1 or 2 or AVP 1 or 2)

Self Evaluation Form for 2015 – 2016 (these are templates you can use to draft your self evaluation)

  1. Self Evaluation form for Support Staff (Entry Support, Intermediate Support, and Senior Support)

  2. Self Evaluation form for Entry to Mid-Level Individual Contributors (Entry Individual Contributor, Intermediate Individual Contributor, and Career Individual Contributor)
  3. Self Evaluation form for Senior Staff, including Senior Individual Contributors (Advanced and Expert), Managers, and Executive-Level Staff (Director 1 or 2 or AVP 1 or 2)

Supervisor Evaluation Form for 2015 – 2016 (these are templates you can use to draft an evaluation of an employee)

  1. Evaluation form for Support Staff (Entry Support, Intermediate Support, and Senior Support)

  2. Evaluation form for Entry to Mid-Level Individual Contributors (Entry Individual Contributor, Intermediate Individual Contributor, and Career Individual Contributor)

  3. Evaluation form for Senior Staff, including Senior Individual Contributors (Advanced and Expert), Managers, and Executive-Level Staff (Director 1 or 2 or AVP 1 or 2)


More Helpful Information

The links below lead to helpful instructions.


Questions?

If you have additional questions about performance management or performance evaluations, please contact the Office of Human Resources at 617-824-8580 or emersonhr@emerson.edu.

HR will be available for coaching and system support throughout the performance management process. HR will also monitor the overall ratings for ratings for staff evaluations that fall below “Meets Expectations” and will follow-up with the supervisor to determine if a progressive performance management plan is necessary and/or if there are other opportunities for a formal development plan.