The Performance Excellence Program (PEP) online system is now in Workday — see below.
- LinkedIn Learning Conducting Performance Reviews
- 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
Performance Excellence Program (PEP)
All classified, professional-technical, and administrator employees must complete the Performance Excellence Program (PEP) annually. The PEP evaluation period generally begins in June and continues into August. ACC uses the Workday tool to access and complete the evaluation process.
Access your PEP from the Workday inbox.
The PEP process follows four simple steps for EVERY employee.
- Step 1: Self-Evaluation (everyone must complete)
- Step 2: Manager Evaluation
- Step 3: Employee and Manager will meet and discuss PEP
- Step 4: Employee can comment on the evaluation and will sign off on the final version of PEP
Mandatory Compliance Training
All employees should be up-to-date with mandatory compliance training. Access this training via the Learning icon in Workday. For directions on how to find your learning transcript in Workday, click this job aid.
Training courses are:
Employees can enroll and check the completion status for the mandatory compliance training in Workday by visiting the Learning Home Bulletin Board linked here.
Contact Staff Development and Evaluations if you need additional assistance for the above courses.
PEP Evaluation Process and Resources
- Goal-setting and comments – You will have the opportunity to set FY24 goals to discuss with your supervisor during your PEP meeting. Supervisors can offer feedback on the goals.
- Supervisor HOLD TO MEET – Supervisors will submit their completed version of the evaluation until they have met with their employees. The supervisor will click submit again after he or she has met with their employee(s). Once the second SUBMIT is clicked, the evaluation is routed to the employee(s) for their review and acknowledgment.
- Employee Acknowledgement – Employees complete the PEP process by signing off on their evaluation. The PEP is not complete until this step is completed.
- Open Information Sessions – Staff Professional Development and Evaluations will offer sessions to answer questions about the new PEP process in Workday.
- Exemptions – If your direct report is on FMLA, has been with your team for 90 days or less or you have been in an ACC supervisory or interim role for 90 days or less, you can be granted an exemption from the PEP evaluation cycle. To be considered for an exemption, please complete the PEP Exemption form.
If you have questions, please contact Nicole Bell, Interim Manager, Staff Professional Development and Evaluations (email@example.com).
PEP Evaluation Overall Ratings for 2023
“Employee and/or supervisor must provide objective and verifiable examples to show the employee meets the criteria for any rating other than “Meets Expectations.”
- What does my rating mean?
- Redefines Expectations:
- Role models skills and performance expected of their position
- Routinely meets and regularly exceeds the purpose and intended outcome of their position
- Employee positively impacts and influences the productivity and morale of others, including beyond their own department
- Employee satisfactorily meets all expectations related to duties, knowledge, and skills
- Employee actively seeks support and demonstrates the ability to integrate constructive feedback into job performance
- Employee is often a resource for others based on their technical expertise and/or professional perspective
- Exceeds Expectations:
- Often exceeds the purpose and intended outcome of their position
- Is not deficient in any of the expected duties, knowledge, and skills associated with their position
- Often (~25% of the time or more) exceeds minimum duties, knowledge, and skills expected
- Actively seeks support and demonstrates the ability to act on constructive feedback
- Meets Expectations:
- Satisfies the purpose and intended outcomes of their position
- Demonstrates dependable, good performance in the majority of their expected duties, knowledge, and/or skills
- Sometimes or often increases contribution when needed
- Demonstrates skills and behaviors that align with the College’s Mission, Vision, and Values
- Demonstrates ability to seek support and act on constructive feedback
- Does Not Meet Expectations:
- Generally not satisfactory in fulfilling the purpose and intended outcomes of their position
- Unsatisfactory in 50% 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
- Redefines Expectations:
- Performance Evaluation Program Manual (PDF)
- PEP Goal Setting Guidelines (PDF)
- How to write SMART Goals (PDF)
- PEP SMARTIE Goals Worksheet (Google Doc)
- LinkedIn Learning (Coaching and Feedback Tips)
- Webinar Recording (All Staff)
- Webinar Recording (Managers)
- PEP FAQs – All Staff (PDF)
- Workday Job-Aids:
How do I find previous PEP information?
- Log in to the Performance Excellence Online System.
- Click Evaluations in the upper right-hand corner.
- Select the 2022 evaluation from the drop-down.
- Download the file for convenience.
Please direct any questions about PEP, Performance, Workday Talent, and Performance to Nicole Bell, firstname.lastname@example.org.Back to Top