Performance Management
At Kentucky State University, we value continuous growth and development. While supervisors are encouraged to provide ongoing coaching and mentorship, the Annual Performance Evaluation Process serves as a structured framework for formally assessing and documenting employee performance each year.
Regular and open communication between supervisors and employees is essential for fostering a productive and engaged work environment. Performance evaluations offer a dedicated opportunity to reflect on past achievements, set clear goals for the future, and ensure employees have the support they need to succeed. Our staff are the backbone of the University, and to thrive, they need constructive feedback, recognition, and guidance for improvement.
The evaluation process is designed to:
- Clearly define performance expectations for the next review period
- Identify areas for employee development
- Encourage collaborative goal-setting
- Enhance role clarity and communication regarding future expectations
- Strengthen communication between supervisors and employees
- Foster a culture of ongoing feedback, recognition, and professional development
- Acknowledge job-related accomplishments
Performance Evaluation Employee categories consist of the following:
- Performance Evaluation Process
- Administrative Performance Evaluation: Executive, Managers and Supervisors.
- Non-Administrative Performance Evaluation: Secretarial, Technical, Skilled Craft and Service Maintenance.
- Faculty Performance Evaluation: Tenured, Pre-Tenured, Full-Time Tenure Track and Term
will be sent via Interfolio.
Performance Improvement & Written Warnings
Performance Improvement Plan (PIP)
Effectively managing employee performance may involve providing structured support
for improvement. The following steps are designed to assist supervisors in addressing
performance concerns:
- Conducting performance discussions and maintaining documentation
- Developing a Performance Improvement Plan (PIP)
- Finalizing and presenting the PIP
- Holding PIP review meetings
- Evaluating PIP results
- Managing PIP extensions and final outcomes (if applicable)
Supervisors should contact the Office of Human Resources to obtain the official Performance Improvement Plan (PIP) Form and for further guidance on the process.
Written Warnings
When performance or behavioral concerns persist despite prior coaching or discussions,
a written warning may be necessary. This formal step serves to document the issue,
clarify expectations, and outline the consequences of continued non-compliance. The
process includes:
- Clearly identifying the performance or behavioral issue
- Providing specific examples of concerns
- Outlining expectations for improvement and a timeline for corrective action
- Notifying the employee of potential consequences if improvement does not occur
- Obtaining acknowledgment of receipt from the employee
Supervisors should work closely with the Office of Human Resources to ensure that written warnings are appropriately documented and delivered in accordance with University policies.