The Performance Excellence Program (PEP) online system is now in Workday — see below.
ACC’s annual Performance Excellence Program (PEP) runs from June 24, 2024, to August 23, 2024.
PEP is the formal process whereby employees receive feedback on aspects of their performance, behavior and professional development goals. This evaluation helps ensure employees are providing the quality of work that meets ACC’s needs.
The Professional Development office is your contact for questions related to the staff (non-faculty) Performance Evaluation Program (PEP) and all staff development-related questions.
Performance Excellence Program (PEP)
All classified, professional-technical, and administrator employees must complete the Performance Excellence Program (PEP) annually. The college uses Workday to access and complete the evaluation process.
You will access your PEP from the Workday inbox
The PEP evaluation follows the same four-step process for EVERY employee.
- Step 1: Self-Evaluation & Goal Setting (everyone must complete)
- Step 2: Manager Evaluation
- Step 3: Manager and Employee will meet and discuss PEP (also known as Hold To Meet)
- Step 4: Employee can comment on their evaluation and will sign off on the final version of the PEP
What is New with PEP for 2024?
All employees will receive and complete a PEP this year and going forward. The only exemptions will be for employees and supervisors employed less than 180 days (or 6 months) from the start of PEP.
- For example, employees hired between December 24, 2023, through the start of PEP June 24, 2024, will NOT receive a PEP.
We have updated this process to better align with our Staff Evaluation AR Staff Evaluation, Performance Excellence Program Administrative Rule 4.1201.01.
Ratings have been updated this year as well. We now have 5 ratings that more accurately describe an employee’s performance.
- Newly added: “Somewhat Meets Expectations“
- “Meets Expectations” renamed to “Successfully Meets Expectations“
PEP Evaluation Overall Ratings for 2024
Newly updated and added rating metrics and verbiage have been highlighted for your reference; however, we encourage you to familiarize yourself with all of the ratings.
“Employee and/or supervisor must provide objective and verifiable examples to show the employee meets the criteria for any rating other than “Successfully Meets Expectations.”
- Consistently demonstrates superior performance and exemplifies the purpose and intended outcome of their position (greater than 75% of the time)
- Positively impacts and influences the productivity and morale of others, including beyond their own department
- Surpasses all expectations related to duties, knowledge, and skills as defined by their position/responsibilities
- Actively seeks support and demonstrates the ability to integrate constructive feedback into job performance
- Often sought out as a resource for others based on their technical expertise and/or professional perspective
- Role models skills and performance expected of their position
- Consistently exceeds expected duties, knowledge, and skills associated with their position/responsibilities (~75% or more of the time)
- Results add value beyond the scope of the current role, often benefitting the team, department, and/or College
- Actively seeks support and demonstrates the ability to act on constructive feedback
- Often exceeds the purpose and intended outcome of their position
- Embodies skills and performance expected of their position
Successfully Meets Expectations:
- Strong, solid performer who consistently meets (and occasionally exceeds) expectations
- Satisfies the purpose and intended outcomes of their position
- Demonstrates dependable, solid performance in the majority of their expected duties, knowledge, and/or skills (~50% or more of the time)
- Sometimes or often increases contribution when needed
- Demonstrates ability to seek support and act on constructive feedback
Highlighted text indicates new in 2024
- Occasionally demonstrates adequate performance in most areas, but needs improvement in one or more significant aspects critical to their position (~25% or more of the time)
- Work product or how it is produced requires improvement in one or more defined areas to meet expectations of their position
- Performance occasionally requires coaching and follow up to achieve standards associated with their position/responsibilities
- Performance or behavior occasionally can be seen as not conducive to a productive work environment
- Sometimes or often seeks support and/or constructive feedback to improve
Highlighted text indicates new in 2024
- Consistently performs below the level expected in all or almost all areas of their position/responsibilities.
- Unsatisfactory in 75% or more of their expected duties, knowledge, and/or skills demonstrated, OR
- Demonstrates behaviors that disrupt the work environment or the ability of others to perform, OR
- Does not demonstrate ability to seek support and/or act on constructive feedback
- Rating reserved for significant performance deficiencies and requires performance management support
Information Sessions
Information Sessions — Professional Development will be holding two information sessions to address the updates to PEP for 2024 and the PEP process specifically for Staff. Supervisors will be invited to their own information sessions tailored to their PEP responsibilities and actions.
Please click the links below to view the information session recording, a copy of the presentation slides, and the PEP FAQs document.
- Webinar Recording (Managers)
- PEP FAQs – All Staff (Google Doc)
Mandatory Compliance Training
All employees should be up to date with their mandatory compliance trainings defined below.
Compliance training courses are:
- Cybersecurity (every year)
- Active Shooter Training (every year)
- American Disabilities Act Awareness (every two years)
- Discrimination and Harassment Prevention (every two years)
- Title IX and Sexual Misconduct Training (every two years)
Employees can enroll for the mandatory compliance trainings in Workday by visiting the Learning Home Bulletin Board linked here. For directions on how to check the completion status and find your learning transcript in Workday, click this job aid.
Resources
- PEP Goal Setting Guidelines (PDF)
- How to write SMART Goals (PDF)
- LinkedIn Learning (Coaching and Feedback Tips) – To access the LinkedIn Learning content, you must be logged in to the LinkedIn Learning website.
- LinkedIn Learning Conducting Performance Reviews – To access the LinkedIn Learning content, you must be logged in to the LinkedIn Learning website.
- Deer Oaks Employee Assistant Program (EAP) website
- Log in and Password: austinccd
- Click on “The Working Tab” and then click on “Effective Manager”
- View categories on the right side of the page
- Workday Job-Aids:
Please direct any questions about PEP through the HR Mojo Ticketing System. Responses may be delayed during the busy PEP season.
Back to Top