SURVEY EMAIL INVITATION
(mailing list = all Barton School employees)
Barton School Strategic Planning
Employee Appraisal and Incentive Survey
Do you think the way that performance appraisals are done in the Barton School should change?
Do you think Barton School incentive practices should change?
Do you have suggestions for how the appraisal and incentive processes should be changed?
The Barton School Strategic Planning Committee would like to know your thoughts.
If you think that the current appraisal and incentive processes are good, or if you have suggestions for changes, please
click on the survey link below to provide your input. The survey is anonymous.
The deadline for providing input is 5PM, Monday, February 17.
QUALTRICS SURVEY LINK
QUALTRICS SURVEY
BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Goal #7 of the new Wichita State University strategic plan is:
“Create a new model of assessment, incentive and reward processes to accomplish our vision and goals.”
Goal #2 of the new Barton School strategic plan is:
“To enhance a Barton School culture that values performance, accountability, engagement, and professional
development supported by revised appraisal and incentive systems by December 2014.
In line with these goals, Dean Claycomb has asked the Barton School Strategic Planning committee to examine the
employee appraisal and incentive processes currently in place, and research alternatives. Based on the committee’s
findings, and in consultation with Barton School members and the WSU administration, Dean Claycomb will determine if
and how the Barton School appraisal and incentive processes should be changed. The results of this survey will be used as
input in to the decisions of if and how to change the processes.
The purposes of this survey are to:
- gauge Barton School members’ satisfaction with the current employee appraisal and incentive processes
- solicit suggestions for improvement
If you think that the current appraisal and incentive processes are good, or if you have suggestions for changes, please
click on the “next” arrow below to provide your input. The survey is anonymous.
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
There are three employee appraisal and incentive processes used within the Barton School for classified employees,
unclassified employees without a faculty appointment, and faculty.
Note: The classified employee appraisal and incentives processes are controlled by the Kansas Department of
Administration. The WSU and Barton School does not control how these processes work. Therefore this survey provides
descriptions of the classified employee appraisal and incentives processes, but does not solicit feedback on the processes.
Please check which processes you would like to review.
Performance Appraisal Process for...
□ Classified employees
□ Unclassified employees without a faculty appointment
□ Faculty
□ All
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Incentive Process for ...
□ Classified employees
□ Unclassified employees without a faculty appointment
□ Faculty
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Classified Employee Appraisals
Barton School classified employees receive annual evaluations performed by their unit director. An employee’s
performance in the previous year is rated in terms of “competencies/behaviors” and “essential requirements.”
For “competencies/behaviors,” an employee’s performance is evaluated in the following eight areas on a five-point scale
(1-5).
- Problem Solving/Decision Making
- Attitude/Accountability
- Productivity
- Teamwork
- Customer Service
- Communication
- Job Knowledge/Professional Development
- Leadership (includes Staff Development)
For “essential requirements,” an employee’s performance is rated in the following two areas as “meets expectations” or
“unsatisfactory.”
- Dependability
- Agency Values
A rating of “meets expectations” for dependability and agency values results in an overall performance rating of “meets
expectations.” A rating of “unsatisfactory” in either area results in an overall performance rating of “unsatisfactory.”
Click here to see the classified employee performance review form
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Appraisals for Unclassified Employees without a Faculty Appointment
Barton School unclassified professionals who do not have a faculty appointment receive annual evaluations performed by
their unit director. An unclassified professional’s performance in the previous year is evaluated in the following three
areas as “meets expectations,” “unsatisfactory,” or “N/A.”
- Teaching
- Librarianship, research, scholarship, or creative activities
- Service
Click here to see the appraisal form for unclassified professionals without a faculty appointment
If the link does not work, click here to go to the Barton School Performance Evaluation Forms webpage, and select the
unclassified professional performance evaluation form
Do you think the way unclassified performance appraisals are done in the Barton School should change?
□ Yes
□ No
If you think it should change, how should it change?
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Faculty Appraisals
Barton School faculty members receive annual evaluations performed by their department chair. A faculty member’s
performance in the previous year is evaluated in the following four areas on a seven-point scale (0-6).
- Teaching
- Research
- Service
- Administration
Click here to see the annual faculty appraisal form
The weight of a faculty member's activity areas varies. For example, a typical faculty member with a 2-2 teaching load is
weighted 45-45-10-0, while a full-time lecturer is 90-0-10-0. A faculty member's overall evaluation score is based on the
weighted average of his/her activity scores.
Do you think the way faculty performance appraisals are done in the Barton School should change?
□ Yes
□ No
If you think it should change, how should it change?
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Classified Employee Incentives
Barton School classified employees’ wages are determined by their grade and step within the grade.
Classified positions have assigned pay grades, and there are 16 steps in each pay grade. A classified employee’s wage is
determined by grade and step. Increasing steps within a pay grade offer higher wages.
The Kansas Legislature votes annually whether to approve funding for step increases and cost-of-living adjustments.
- In Fiscal Years 2010, 2011, 2012, 2013, and 2014, the Kansas Legislature did not approve funding for step
increases or cost-of-living adjustments. There were no normal wage increases during these years.
How to progress through a pay grade
1. Normal progression. In years when step increases are funded, a classified employee’s performance appraisal is used
to determine whether s/he receives a wage increase. If the overall performance rating is “meets expectations,” the
employee will move to the next step. Normally classified employees who meet expectations advance forward one step
per year until they reach step 16.
2. In-Grade Pay Increase. Classified employees may progress through a pay grade if their directors request increases.
The two rationale for granting in-grade pay increases are “stepping up” (assuming greater responsibility) and to
counter an alternative job offer. – Click here for more information about in-grade pay increases..
Kansas Employee Award and Recognition Program
This statewide award program offers monetary and nonmonetary awards as bonuses.
Click here for more information about the Award and Recognition Program.
Click here to view the Kansas Department of Administration’s Compensation and Classification website.
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Incentives for Unclassified Employees without a Faculty Appointment
An unclassified professional’s starting annual salary is determined via:
- benchmarking against average market salaries for a position and
- negotiation between the Barton School dean and the employee
An unclassified professional’s subsequent annual salary is determined by merit raises that are added to the employee’s
previous year’s salary.
The Kansas Legislature allocates annually for increases in salaries.
- Since 2010, the legislature has not provided any funds for salary increases.
- President Beggs provided funds for an across-the-board increase for Fiscal Year 2012 out of university funds
- President Bardo provided funds for merit increases for Fiscal Year 2014 out of university funds
The Kansas Board of Regents allocates funds annually for increases in unclassified professional salaries.
- In Fiscal Year 2014, this amount was 4.00% of GU salaries.
- In 2010, 2011, 2012, and 2013, the Board of Regents did not allocate funds for annual salary increases.
There were no annual salary increases during these years.
How merit raises have been calculated since 2002
1. The WSU Academic Affairs Office may take part of the allocation for extraordinary contribution salary increases. The
remaining allocation is passed to the Barton School Dean’s Office
2. The Barton School Dean’s Office may take part of the Academic Affairs allocation for adjustments to the salaries of
those Barton School unclassified professionals
3. The remaining salary increase allocation is passed on to the Barton School units (e.g., departments, centers) as a
percentage of the unit’s salaries. The percentage is the average raise percent.
4. Each Barton School unit awards merit raises to unclassified professionals without faculty rank based on the unit
director's evaluation.
Do you think the way that unclassified professional incentives are determined in the Barton School should change?
□ Yes
□ No
If you think it should change, how should it change?
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Faculty Incentives
A faculty member’s starting annual salary is determined via:
- benchmarking against average market salaries for a position and
- negotiation between the Barton School dean and the employee
A faculty member’s subsequent annual salary is determined by merit raises that are added to the employee’s previous
year’s salary.
The Kansas Legislature has allocates annually for increases in salaries.
- Since 2010, the legislature has not provided any funds for salary increases.
- President Beggs provided funds for an across-the-board increase for Fiscal Year 2012 out of university funds
- President Bardo provided funds for merit increases for Fiscal Year 2014
How merit raises have been calculated since 2002
1. The WSU Academic Affairs Office may take part of the Regents allocation for extraordinary contribution salary
increases. The remaining allocation is passed to the Barton School Dean’s Office
2. The Barton School Dean’s Office may take part of the Academic Affairs allocation for adjustments to the salaries of
those Barton School faculty members who are deemed especially deserving.
3. The remaining salary increase allocation is passed on to the Barton School departments as a percentage of the
department’s salaries. The percentage is the average raise percent.
4. Each Barton School department awards merit raises based on an individual’s average appraisal score relative to the
average appraisal score in his/her department.
a. An average department score is calculated from the scores of all faculty in the department
b. Each faculty member’s score is divided by the average departmental score, then multiplied by the average raise
percent to determine the faculty member’s salary increase percentage. The faculty member’s salary increase
percentage is then multiplied by the individual’s salary to determine the salary increase amount.
Click here for an example of how merit raises are calculated
Do you think the way that faculty incentives are determined in the Barton School should change?
□ Yes
□ No
If you think it should change, how should it change?
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BARTON SCHOOL STRATEGIC PLANNING
EMPLOYEE APPRAISAL AND INCENTIVE SURVEY
Thank You!
Thank you for completing the Employee Appraisal and Incentive Survey.
Your input will help determine if and how the Barton School appraisal and incentive processes should be changed.
After the survey period ends, we will post the results to the Barton School Strategic Planning website.
Strategic Planning Committee Members
CEDBR
Center for Entrepreneurship
CMD
Dean’s Office
Economics Department
FREDS Department
Graduate Studies
Management Department
Marketing Department
Media Resources Center
School of Accountancy
Student representative
University Libraries
WSU Foundation
Jeremy Hill
Lou Heldman
Pat McLeod
Joan Adkisson
Jodi Pelkowski
Khawaja Saeed
Tim Craft
Don Hackett, John Perry
Robbie McKee
Tonya Witherspoon
Jeff Quirin
Blake Krier
Melissa Mallon
Angela Dudley