Frequently Asked Questions
If you have a question regarding the Performance Development project, please contact Human Resources.
Per the strategic plan, WKU is looking to revise the performance management system for the following three reasons:
- The current system lacks consistency and ability to accurately differentiate employees for varying levels of performance/contribution
- The current process does not effectively contribute to employee development.
- The current attributes of the system do not contribute to the desired WKU culture of growth and development.
Performance Management typically is a structured system that involves goal setting, feedback, and annual evaluations, supported by forms and/or technology.
Performance Development is a clear, continuous and engaging process that helps employees and supervisors succeed at accomplishing the mission of the institution. It focuses on building a trusting relationship between employees and supervisors that enables growth and recognition through continuous feedback . It is generally supported by technology.
While we anticipate continued budget constraints for the foreseeable future, employees benefit from recognition and development in many forms in addition to monetary rewards. The new performance development system aims to provide career and professional development opportunities for all employees as well as other forms of benefits (i.e., positive feedback, goal achievement, peer support, training, mentor opportunities).
WKU leadership endorses the strategic plan which includes a goal to design and implement a consistent, university-wide performance development system. President Caboni in a recent video encouraged supervisors and staff to contribute to the re-design of this process. As President Caboni said, “Together, we are building a growth and development-oriented culture for all employees, and this process must support that.”