Kansas Performance Evaluation for Nonexempt Employees
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How to fill out Performance Evaluation For Nonexempt Employees?
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FAQ
Who is eligible for overtime pay? To qualify as an exempt employee one who does not receive overtime pay staff members must meet all the requirements under the duties and salary basis tests.
Whilst there is no legal requirement to carry out appraisals, it is good practice to do so as they enable employers to monitor and feedback on all employees' performance (not just those who are underperforming). They can also be used to evaluate pay increases and bonuses.
Performance evaluations benefit both employee and employer. It is a time to provide feedback, recognize quality performance and set expectations for future job performance. It is also a time to have candid conversations about performance that is lacking and how performance can be improved.
How to Evaluate an EmployeeSet Performance Standards.Set Specific Goals.Take Notes Throughout the Year.Be Prepared.Be Honest and Specific with Criticism.Don't Compare Employees.Evaluate the Performance, Not the Personality.Have a Conversation.More items...
To qualify for exemption from overtime pay, employees must meet certain tests regarding their job duties and be paid on a salary basis at or above the minimum salary threshold. At K-State, the minimum salary threshold is currently $47,476 per year ($913 per week).
Speaking of communication, when an employee doesn't want to sign their performance appraisal, one option that can be offered is to allow them to write some sort of rebuttal. The logic being if they don't agree with the review, go on the record why you don't agree with it.
Appraisals should not be used to discriminate against employees on the basis of race, religion, age, gender, disability, marital status, pregnancy, or sexual preference. 3. Performance appraisal results should be fair, accurate and supported by evidence and examples.
The Fair Labor Standards Act (FLSA) does not require performance evaluations. Performance evaluations are generally a matter of agreement between an employer and employee (or the employee's representative).
An exempt employee must receive the full salary for any week in which the employee performs any work without regard to the number of days or hours worked. If the employee is ready, willing and able to work, deductions may not be made for time when work is not available (i.e., inclement weather).
Your evaluation should focus on how well the employee performs their job, rather than their personality traits. When you make judgements about the employee's personality, they can feel attacked and the conversation can turn hostile.
