Performance Management is a key component in providing feedback to our workforce. The purpose of this process is to assess the performance competencies for each employee and drive organizational success. Evaluations can be annual, quarterly, or on a continuous feedback cadence.
As part of the performance program, the job description should be reviewed and updated to be current and accurate. The job description lays out the minimum expectations of a position. Discuss with the employee any areas of developmental needs and confirm areas of strength and competence. This evaluation process is essential to the development and improvement of all employees within the University. Providing honest, constructive, and corrective feedback is highly recommended in order to achieve University and departmental goals as well as the goals of the employee. Creating goals is important to manage performance. Effective goals should be documented to be reviewed and managed on a continuous basis.
Performance Management Process
Managers must have a department-level meeting to go over employee goals to ensure that there are no departmental-level conflicts. This meeting shall occur prior to discussing goals with the employee.
- The employee receives a notification to complete the self-assessment
- Employee submits self-assessment
- Manager reviews the self-assessment and goal progress
- Manager assess employee performance for the time frame, providing the performance rating
- Manager reviews goals with the employee for the upcoming review cycle
- Manager submits for next-level manager approval of the review. The evaluation or check-in will be submitted to your manager’s manager/department chair or VP, known as your “Next Level Approver.” The Next Level Approver ensures accurate and consistent assessment of employee performance for their area of responsibility.
- The employee and his/her supervisor meet to discuss the employee’s goals and developmental needs for the upcoming review cycle
- A copy of the review is provided to the employee and one to HR and the supervisor should maintain a copy to facilitate discussion for the upcoming year.
It is highly recommended that the supervisor use the performance plan to guide and assess the employee’s performance throughout the year. A monthly status meeting should consist of the following: reviewing the employee’s progress on goals, key issues, development, and behaviors. The supervisor should note progress and concerns on the performance plan. In addition, the supervisor should use these meetings to coach and mentor employees on their developmental needs and career goals. During these meetings, the supervisor should seek feedback on how they may better assist the employee if he/she has the resources needed to successfully implement his/her goals. If the employee is experiencing any barriers outside of his/her control or if there are changes in University or departmental goals, the performance plan will need to be adjusted.
Performance Management Policy
Performance management is an ongoing process designed to assist employees to perform their jobs at the highest possible level and thereby contribute to the achievement of the University's mission and strategic goals. Regular evaluation improves communications and reinforces mutual understanding between supervisor and employee regarding performance expectations, job requirements, priorities and future goals. Evaluations also assist the employee in continuing professional development. The following guidelines are applicable to the performance evaluation process.
Regular employees are evaluated at the conclusion of their initial review period and annually thereafter by their supervisors. Performance should be discussed as frequently as possible during the year. Annually, a formal evaluation interview will be scheduled, at the conclusion of which the employee and supervisor sign the evaluation form. The original copy of the form, with additional comments of the employee, if he/she so chooses, is filed in the employee's official personnel file in the Office of Human Resources. The supervisor should give a copy to the employee and retain a copy.
Learn more about the Employment and Hiring Practices and Procedures for Staff.