Penn State University Libraries - Performance Evaluations for Part-Time Employees

All wage/work-study employees will participate in an annual performance review similar in philosophy to the SRDP (Staff Review and Development Plan) used for full-time staff. At the discretion of each supervisor, the process may begin with having all employees in an area complete the employee self-assessment. Supervisors that choose to utilize the self-assessment should provide a half hour to an hour of scheduled work time for each employee to complete the self-assessment.

Performance reviews for employees who began working on or before January 1, will take place in April. Wage/work-study employees who are employed in more than one area should be evaluated in each area.

After receiving and reviewing the employee’s self-assessment (optional), the supervisor will schedule a performance review meeting. It is important to encourage open discussion at this meeting and, therefore, the supervisor should not commit anything to writing until after the meeting has taken place.

Using information from the self-assessment (optional), the review meeting, and his/her own observations of the employee’s work performance, plus any other relevant input, the supervisor then writes a short narrative evaluation which addresses the five performance factors: job knowledge, judgment and problem-solving, self-management, teamwork, and quality of work. Goals for performance improvement and/or staff development are to be mutually agreed upon between the employee and the supervisor during the review meeting, and should be documented in the written evaluation. The written evaluation need not be long – a couple of paragraphs, one-half to one page, is a guideline. One to three goals probably are sufficient. On the evaluation form, the supervisor assigns ratings factor by factor and an overall rating. The written evaluation and ratings are then shared with and signed by the employee. Again, the employee’s signature signifies only that the evaluation has been discussed and that he/she has seen the written assessment. Another meeting is not necessary unless the employee specifically requests it.

If Libraries’ administration determines that a monetary increase will be provided, based on the current budget situation, the increase would be tied to the annual performance evaluation rating and will be effective with the first pay period of the fiscal year. The increase pool and the effective date of the increase will vary slightly from year to year. Work-study students are not eligible for increases.

Self-assessments, if completed, and written evaluations for employees that began working on or before January 1, will be due in Libraries Human Resources by the end of Spring Semester.