Performance Appraisal Handbook
A Supervisor’s Guide to the Performance Appraisal System for Staff Employees
Western Kentucky University
Questions concerning Western Kentucky University’s performance appraisal process may
be directed to: Department of Human Resources, Wetherby Administration Building,
Room 42, 745-5360.
A major responsibility of a supervisor is that of coaching and counseling those under
his/her supervision so that employees are able to achieve higher levels of job
performance while experiencing a greater sense of individual job satisfaction and
accomplishment. The collective and effective performance of employees assists the
University in accomplishing strategic goals and fulfilling its mission.
Individual performance appraisals serve as important tools to facilitate professional job
growth while providing relevant information to management regarding compensation and
other personnel related decisions. Performance appraisal is an on-going process--the
essence of which is to enhance open, honest and timely communication between
employees and supervisors. While supervisory feedback about individual performance is
best communicated at the time of the specific observation, a formal written appraisal is
required annually to reinforce, summarize and document the informal discussions that
have occurred over the evaluation period. A mid-year performance assessment is
recommended and is intended to enhance communication and review progress to date on
goals and action plans.
Goal-setting is an important element of the performance appraisal system. Both
employee and supervisor should actively participate in this process so that meaningful
and relevant goals are developed for the subsequent appraisal period. Goals should be
explicit, measurable, attainable, realistic and time specific.
The University accepts the general philosophy that employees genuinely desire to do a
good job. Based on this premise, the appraisal process is inten