Human Resources Department

P.O. Box 3422 • Room 139, Wyoming Hall • Laramie, WY 82071-3422

(307) 766-2215 • fax (307) 766-5607 • www.uwyo.edu/hr

August 27, 2002

We are pleased to introduce the new Staff Performance Evaluation and Planning policy adopted by the University of Wyoming to ensure that all staff receive meaningful performance evaluations. The new Information Circular 2002-2 reflects significant changes in how staff performance is evaluated. It provides for a process designed to improve performance and career development.

The University of Wyoming strives to attract, retain and develop talented people in order to succeed in its mission of education, research and service and provide outstanding services to students, faculty, staff, and other customers including all residents of Wyoming. We hope the new performance evaluation program can enhance accountability and effectiveness.

The new performance evaluation program is goal-based. Goals and standards should be established for each employee so that individual efforts help achieve department and university goals. Communication is the key to a good performance evaluation process. The new performance evaluation system is designed to help improve communication between staff and their supervisors. It is intended to help provide staff with information they need in order to do well in their jobs and to help identify development needs.

Performance evaluation is the responsibility of all staff members and their supervisors. Those who supervise are responsible for planning departmental and individual goals and standards which contribute to the University of Wyoming mission. They are also responsible for evaluating, coaching, rewarding, and supporting staff. All staff are expected to participate in the planning process, to achieve their goals and perform their duties, to discuss concerns or questions and participate in the evaluation process. It is important to evaluate staff fairly and objectively. The new process and forms are designed to help supervisors review employees on specific objectives with predetermined standards so expectations are understood and achievable.

The Human Resources Department has developed training to help make the new performance evaluation and planning system successful. The training schedule is available on this web site.

Performance evaluation and planning is a very important component of the human resources services for staff at the University of Wyoming. We continuously update staff job descriptions, developed a market-based compensation system, and developed a knowledge, skills, and abilities system to replace minimum qualifications needed to be considered for employment. We implemented a supervisory series to help supervisors in their management role. The new performance evaluation and planning policy helps complete the array of human resources services needed to build and maintain a positive work environment for staff.

Our goal is to help make this program a success. We are here to assist you and work with you as you learn about and participate in the new performance evaluation and planning program. Please contact me if you have questions or suggestions.

Sincerely,

James E. Pew

Director of Human Resources