NEW! Upward Evaluations at ACC. Here are the details.
PEP begins June 15, 2026 and runs through August 31, 2026
PEP is the formal process by which employees receive feedback on their performance, behavior, and professional development goals.
Contact the Staff Professional Development office with any questions related to staff development and the staff (non-faculty) Performance Evaluation Program (PEP).
Performance Excellence Program (PEP)
All administrators, classified, and professional-technical employees must complete the Performance Excellence Program (PEP) annually. The current review period runs from July 1, 2025, through June 30, 2026. 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
New in FY26: Joint Evaluations
If one or more of your current or former direct reports reported to a different manager for the majority of the year, you and the other manager will conduct a joint evaluation.
Learn more about these joint evaluations will work in an info session Wednesday, July 1, at 10 a.m. Attendance is strongly encouraged for all managers participating in the shared evaluation process.
Ratings
We encourage you to review the expectations associated with each rating.
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
- 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
- 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
Attend a Say YES! To Excellence Session in May
The Professional Development Team is conducted two 75-minute virtual training sessions covering ACC’s Performance Excellence Program (PEP), Policy updates for Accountability Framework for Non-Faculty Employees & Grievance Process, and Upward Evaluation (UE).
You can view recordings of those sessions here:
- Webinar Recording (Managers) – Linked here
- Webinar Presentation Slides (PDF) – Linked here
- PEP FAQs – All Staff (Google Doc) – Coming Soon
Mandatory Compliance Training
All employees should be up to date with their mandatory compliance training defined below.
Compliance training courses are:
- Cybersecurity Awareness
- Active Shooter Training
- Preventing Harassment & Discrimination: Non-Supervisors Clery and Title IX
- Accommodating People with Disabilities
- RespectEdu for Supervisors and Non-Supervisors: Preventing Harassment & Discrimination
For directions on how to check the completion status and find your learning transcript in Workday, click this job aid (coming soon).
Resources
- Setting SMART Goals (Coming Soon)
- Workday Job Aids:
Please submit questions about PEP using the TDX Ticketing System.
Back to Top