Questions:

• Who needs to have a job description?
• Where can I get a copy of my employee’s job description?
• How do I determine which 3-5 components to use from the job description on the performance review?
• How do I factor input from other individuals in our evaluation?
• How do we align the employee's individual goals with the Strategic Framework?
• What if my employee does not complete their goal(s) due circumstances outside of their control or external factors not directly related to them?
• Who reads the completed performance evaluations?
• Will we continue having 45-day and 90-day performance conversations? 

 

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Who needs to have a job description?

All employees who are classified as staff should have a job description, regardless of whether their position is part-time or full-time.

Where can I get a copy of my employee’s job description?

All supervisors should be able to access their employee's job descriptions in Self-Service Banner by clicking on “Supervisor – Display Job Descriptions” under the "Employee” tab.

If you would like a Word Document version of a job description, please contact the Office of People and Culture (people-culture@bethel.edu).

How do I determine which 3-5 components to use from the job description on the performance review?

The 3-5 components should be the essential functions of the role that most affect job performance. For example, if completing a particular task makes up 50% of an employee's job, then this should be listed as a component. On the other hand, if there is a task that only makes up 5% of the employee's job and it doesn't impact their overall performance then it doesn't need to be included.

How do I factor input from other individuals in our evaluation?

We recommend consulting applicable individuals either in-person or via email to get feedback on an employee’s performance. This is especially helpful when an employee’s role is primarily supporting and/or partnering with other departments.

How do we align the employee's individual goals with Strategic Framework?

Help your employee articulate how the goal they set could enhance or align with one of the four pillars. 

What if my employee does not complete their goal(s) due to circumstances outside of their control or external factors not directly related to them?

Use your discretion. If you know that an employee did not complete their goal due to circumstances outside of their control or external factors, you can choose to either skip that goal altogether or rate them based on how their goal changed or pivoted due to these factors.

 

Who reads the completed performance evaluations?

The Office of People and Culture reviews each performance evaluation. After being reviewed, the evaluation is kept in the employee’s personnel file.

Will we continue having 45-day and 90-day performance conversations?

Yes, we plan to continue 45-day and 90-day performance conversations for all new employees.