Franklin & Marshall College is committed to a performance management process that supports employee development in achieving the strategic priorities of the College. To uphold this commitment, Human Resources is dedicated to offering Performance Evaluations Manager Training on an annual basis.
Performance Evaluations Manager Training
- February 27 (Monday): 10-11am in Joseph Int'l Center, 1st Floor Forum Room
- March 1 (Wednesday): 9-10am in Joseph Int'l Center, 1st Floor Forum Room
- March 3 (Friday): 3-4pm in Joseph Int'l Center, 1st Floor Forum Room
One on One Assistance is available by appointment by contacting any member of the Human Resources Department.
Performance Evaluation Tools
Self-Evaluations: It is an encouraged practice for managers to request a self-evaluation form their employees. Guidance for Professional Staff Members on completing a self-evaluation and self-evaluation forms can be found in Workplace Tools.
Position Descriptions: An effective performance evaluation begins with reviewing performance criteria. If you don't have a current position description to review please contact Human Resources.
Be sure to plan for the Limited Transaction Processing Window that will be in effect from April 1, 2017 - July 9, 2017.
- January 11 to March 10 - Self-Evaluations (optional) may be written and submitted to managers.
- March 3 to April 28 - Managers review staff members self-evaluations and complete a written performance evaluation. A conversation should then be scheduled with the staff member during which the manager should review the written evaluation, discuss and determine goals for the next fiscal year, and review professional development opportunities. Completed evaluations should be sent to Human Resources by Friday April 28th unless otherwise instructed.
- June 26 to July 7 - (approximate dates) Delivery of merit letters to staff members.
Senior Officers may slightly modify the evaluation period or the standard evaluation process in a way that makes sense for his/her division. For example, a Senior Officer may wish to review all completed evaluations before they are submitted to Human Resources or to the staff member.
- Managers and Department Chairs are required to complete an annual performance evaluation for each full-time and part-time staff member who reports to them. An evaluation is generally not required for those who will resign or retire before July 1; for temporary staff members; and for part-time staff members who work seasonally or very sporadically. Staff members hired on or after April 1 are not eligible for a merit increase until the July 1 following the year of hire.
- When writing the evaluation or discussing the performance evaluation, do not make references to the staff member's health status, medical condition, or disability; pregnancy, family, or marital status; age; or race/ethnicity.
- If a staff member is responsible to more than one manager, the primary manager should strive to collaborate with the other manager(s) so that the most comprehensive evaluation is written acknowledging the work the staff member completes for all areas.
- No surprises. As managers should keep staff members continuously informed about how well their performance is meeting expectations, and address any issues as they occur; the annual evaluation should be a review of discussions throughout the year.
- The Trustees of the College approve the total compensation budget for each fiscal year, based on input from the Budget Priorities Committee and a recommendation from Finance and the President. Finance and Human Resources determine the maximum salary increase each member of the faculty and professional staff could receive so that total expected salary and benefit expenses do not exceed the approved total compensation budget.
- Merit increases are generally given once per fiscal year, effective July 1, to eligible members of the faculty and professional staff, based on the College's budgetary guidelines. Senior Officers, in consultation with each manager, determine merit increases for eligible staff members in his/her area based upon the performance evaluation.