Performance Evaluation

The performance evaluation system defines how performance is assessed and the governing criteria, serving two main purposes: evaluation and development.

Evaluation objectives:

• Identify training needs.
• Plan workforce decisions (transfer, promotion, end of service).
• Determine financial benefits such as annual bonuses and salary increments.
• Help employees improve their performance and advance their careers.

The evaluation process is conducted electronically via the employee portal (me.ppu.edu) in the following steps:

1. Self-evaluation: The employee evaluates themselves on performance, competency, and job-specific questions.
2. Submit to direct supervisor: The supervisor reviews the employee's answers and evaluates accordingly.
3. Return to employee: The employee reviews the supervisor's evaluation and records their feedback (accept, reject, or comment).
4. Direct supervisor approval: Approves the evaluation and sends it to the final evaluator (dean or vice president).
5. Final approval: Forwarded to the VP and then the university president for final endorsement.

Performance is classified into the following grades: Excellent, Very Good, Good, Average, Weak.

If rated Average or Weak:

• The Average-rated employee is warned; the Weak-rated employee is formally cautioned; both have their annual increment withheld.
• Performance is re-evaluated after six months and a final warning is issued.
• If rated Weak for two consecutive years, employment is terminated by the university president with Board of Trustees approval.
• If rated Average for two consecutive years, a final warning is issued; if no improvement, employment is terminated.