The employee performance evaluation system was developed with the thought of assisting management to effectively motivate and manage the actions of their employees.
The system is deeply integrated within most companies and embraced by corporate management; however, the actual effectiveness of the system must be evaluated. Factors which contribute to the ineffectiveness of current employee performance evaluation systems are: the absence of focus on people, the perceived lack of importance from the participants, the systems direct attachment to monetary compensation, and the overall misunderstanding and misapplication of the system and philosophy by management. However, alternative approaches to the application of the traditional system exist such as: better hiring practices, open communication and candor between employees and management, a quality management approach to employee evaluations, and team based evaluations.
The University of Kansas prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability, status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression and genetic information in the University’s programs and activities. The following person has been designated to handle inquiries regarding the non-discrimination policies: Director of the Office of Institutional Opportunity and Access, IOA@ku.edu, 1246 W. Campus Road, Room 153A, Lawrence, KS, 66045, (785)864-6414, 711 TTY.