Timeline/Review Cycle for Classified Staff

April        May      June
July   Aug   Sept
Oct   Nov
Dec  Jan Feb
March
Planning & Goal
Setting
Coaching
Mid-Year Review
Coaching
Year-End Review
(Forms are due in
UHR by April 1)
Fiscal Year Ends   
Fiscal Year Begins
     

 

Planning & Goal Setting
Form Reference: Performance Planning Form
(#PM2)                                                               
April   May   June
A. The supervisor and employee review the employee position responsibilities as described in the
Job Information Questionnaire (JIQ)
     1. Compare position description to current responsibilities; update JIQ as necessary
2. Highlight any employee responsibilities that directly affect the university/department/division
mission, values, and goals
         a. Review university mission, values, and goals
b. Review department/planning unit mission, values, and goals
B. Discuss Seven Competencies
1. Use behavioral statements to facilitate supervisor/employee feedback
2. Employee should read and discuss measures to be used in the performance
management review.
C. Goal-Setting
1. Supervisor and employee draft employee goals together by completing the
Performance Planning Form (#PM2) to include:
        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)
2. Establish measures for each action with periodic coaching/feedback time-line
3. Goals must be SMART: Specific, Measurable, Attainable, Relevant, and
Time-bound
D. Feedback Opportunities
    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 Click HERE for further details regarding the use of this form
   3. Employee may wish to use Employee Self Evaluation form (#PM5) and the Employee
Activity Journal (#PM4) to provide feedback to the supervisor.
   4. Establish a plan for coaching/feedback sessions. (These sessions can be built
into performance management planning form.)

UP

 Coaching/Feedback
On-going
A. The supervisor and employee should meet at regularly scheduled coaching/feedback sessions
    1. Clarify issues, expectations, adjust goals
    2. Establish and maintain opportunities for informal feedback
UP
Mid-Year Review 
October    November  

FORM REFERENCE: Performance Management Review Form (#PM1) & Performance Planning
Form (#PM2)

    A. Supervisor and employee refer to the Performance Planning Form (#PM2) (Completed  
         during the Planning & Goal Setting Phase)

         1. Discuss progress toward achievement of work goals and competency development

     B. Review time-line and discuss 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?
         5. Review of resources for achievement of work and competency goal
         6. Note necessary changes to performance planning form (#PM2) if needed.

     C. Supervisor prepares Mid-Year Review (#PM1) form. Employee and supervisor discuss,
          sign and file. Use to prepare Year-end Review.

UP

Year-end Performance Management Review
 March

FORM REFERENCE: Performance Management Review Form (#PM1), Performance Planning Form (#PM2), Employee Activity Journal (#PM4) & Employee Self-Evaluation Form (#PM5)

      A. Employee has the option to complete the Employee Activity Journal (#PM4) and the  
           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).

UP

Performance Management Assessment                       DUE in UHR April 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 understanding of policies, procedures and programs.

      C. Supervisor prepares final Performance Management Review Form (#PM1) for employee's
           comments and signature.

      D. Supervisor and supervisor's supervisor sign report and file. Classified forms are filed with
           University Human Resources and Administrative forms with the department.

UP




BOE 2017
ACA
PMG
The Journey~ Embracing Inclusion
Lynda.com
HERC