Performance Management Toolkit (Staff Development)

Contents:


Summary

The campus carries out its mission through the individual and collective contributions of its employees. To do their best, staff members need to know that those contributions will be recognized and acknowledged. Performance Management is one of the key processes that, when effectively carried out, improves employee job satisfaction and engagement . Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results.

 An effective performance management process sets the foundation for rewarding excellence.

  • By linking individual employee work efforts with the organization’s mission and objectives, the employee and the organization understand how their job contributes to the organization.
  • By focusing attention on setting clear performance expectations (results + actions & behaviors), it helps the employee know what needs to be done to be successful on the job. 
  • Through the use of objectives, standards, performance dimensions, and other measures it focuses effort. This helps the department get done what needs to be done and provides a solid rationale for eliminating work that is no longer useful.
  • By defining job-mastery and career development goals as part of the process, it makes it very clear how the current position supports employee growth and the additional opportunities the employee needs to explore. 
  • Regular check-in discussions, which include status updates, coaching, and feedback, promotes flexibility, allowing you and the employee to identify problems early and change the course of a project or work assignment.
  • Emphasizing that an annual appraisal should simply be a summary of the conversations held between you and the employee during the entire cycle, the focus is shifted away from performance as an “annual event” to performance as an on-going process.
  • An effective performance management process, while requiring time to plan and implement, can save you and the employee time and energy.
  • Most importantly, it can be a very effective motivator, helping you and the employee achieve the best possible performance.

Important Note: Performance that is either above standard or below standard in the annual performance review must be documented in writing by the reviewer. There are two methods of documentation; either is acceptable:

  1. Provide a justification statement for all individual scores other than 3 - Met Standards.
  2. Describe the employee's overall performance, including documentation of specific areas that are above or below standard, in a memorandum attached to the performance review.

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Additional Resources

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Important Links

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Related Forms

  • Performance Evaluation- Planning Guide / Performance Rating Form (UPO-31) [Excel

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