Texas Performance Evaluation for Exempt Employees
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How to fill out Performance Evaluation For Exempt Employees?
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Quality of Work.Goals and Target Achievement.Level of Productivity.Initiative and Motivation.Teamwork and Leadership Skills.Ability to Problem Solve.Written and Verbal Communication Skills.Performance Self-Appraisal.
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.
Under federal overtime law and Texas overtime law, salaried employees must receive overtime pay for hours worked over 40 in any workweek unless two specific requirements are met: (1) the salary exceeds $455 per workweek; and (2) the employee performs duties satisfying one of the narrowly-defined FLSA overtime
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.
Overtime Requirements Federal overtime laws and Texas overtime laws stipulate that salaried workers must be paid overtime pay for any hours worked beyond 40 in a work week.
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.
Generally, an employee "must receive his full salary for any week in which he performs any work without regard to the number of days or hours worked". However, the regulation recognizes "the general rule that an employee need not be paid for any workweek in which he performs no work".
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.
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).
Effective performance management systems typically include the following three broad elements: goal setting, performance review and a performance improvement process.
