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Performance Management
Cycle and Time-line
I. Performance Planning
June 1st A. The supervisor and employee review the employee position responsibilities
1. Compare position description to current responsibilities
a. Review university mission, values, and goals b. Review department/division mission, values, and goals B.
Discuss Competencies
C. Goal-Setting
a. Work to be accomplished during year b. Time-line for work assignments, if appropriate
c.
Initiation or further development
of one or more specific competencies (preferably where
there are areas of challenge)
1.
Supervisor and employee may agree to use multiple assessors (feedback from
those not having direct supervisory responsibility but with whom employee
interacts). OPTIONAL 2. Supervisor and employee must reach agreement on the use of the Supervisor Feedback Form (#PM3). OPTIONAL 3.
Establish a plan for coaching/feedback sessions, minimally 4 times a
year. (These sessions
can be built into performance management planning form.)
II.
Coaching/Feedback
On-going A.
The supervisor and employee meet at regularly scheduled coaching/feedback
sessions, minimally 4 times a year 1.
Clarify issues, expectations, goal adjustment 2.
Establish and maintain opportunities for informal feedback
III.
Mid-Year Review
January 1st A. Supervisor and employee review Performance Planning Form (#PM2) 1. Discuss progress toward achievement of work goals 2. Discuss progress toward achievement of competency development B. Review time-line and measures. Make necessary adjustments.
Questions and issues to be considered include: 1. Are measures and time-line still reasonable? 2. Have there been changes in the work environment necessitating changes in time-line and measures 3. Have work and/or competency goals been achieved? 4. Can new duties be assigned based on skill acquisition?
IV.
Preparation for Year-end Performance Management
Review
May
1st A.
Employee prepares Employee Self-Evaluation Form (#PM5)
to include: 1. Progress toward fulfilling work expectations 2. Progress toward fulfilling competency development 3. Self-evaluation of support for mission, values, and goals of
the university, department/division 4. Requests for professional development opportunities with
regard to further competency development B. Supervisor prepares draft of Performance Management Review
Form (#PM1) after reviewing completed
Employee Self-Evaluation Form (#PM5)
and multiple assessors’ feedback (if appropriate).
V. Performance Management
Assessment
May
1st A. Supervisor reviews with employee original Performance
Planning Form (#PM2) for the past
year 1. Discuss multi-assessor evaluations (if appropriate) 2. Discuss employee’s self-evaluation B.
Review supervisor’s draft Performance Management Review Form (#PM1).
1.
Discuss unrealized goals, work, or
competency development
2.
Compare results achieved against
agreed-upon goals
3.
Discuss competency strengths and
weakness
4.
Discuss values and ethics
understandings C. Supervisor prepares final Performance Management Review Form (#PM1). D. Employee, supervisor and supervisor’s supervisor sign report and file. Classified forms are filed with University Human Resources and Administrative forms with the department. VI.
Employee Compensation and Rewards
June
1st A.
Brief review of performance management review form.
B.
Discuss rewards allocation and
rationale. VII. Performance Management Plan (repeat schedule) July 1st
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