Performance Management
Revisions and General Guidelines
Why Are There More Changes?
Productive performance management is key to employee engagement .
You spoke. We listened. Here are a few items from the Great Colleges To
Work For survey (which measures employee engagement). Most are better than last year, but there’s more we can do…I understand how
my job contributes to this
institution's mission.
(90% - equal to 2011)
My supervisor/ department chair
makes his/her expectations
clear. (78% - up 6%)
I receive feedback from my
supervisor/ department chair
that helps me.(73% - up 4%)
I am given the opportunity to
develop my skills at this institution.
(78% - up 2%)Our review
process accurately
measures my job performance.
(58% - up 10%)
Issues of low performance are addressed in my
department.(61% - up 10%)
Promotions in my department are
based on a person's ability.(66% - up 12%)
Performance Evaluation CycleGoal Setting
Performance Update
(at least 1/year)
Annual Performance Evaluation
(at least 1/year)
Performance Evaluation Cycle
This cycle can start whenever is most appropriate for the role or the best timing for the manager/employee
Managers can decide to spread out the reviews for their different employees or do them all at once
Merit will not be directly tied to the performance review though it is still the most important part
Goal Setting
Performance Update
(at least 1/year)
Annual Performance Evaluation
(at least 1/year)
Goal Setting Derive departmental strategy and goals from
those set for the institution. Employees need to understand how they are part of the bigger picture.
Enter into ePerformance (this is now essential)
Keeping Goals Up-to-date Employees and their managers can update
goals throughout the year via the Goals section of ePerformance o Revise expectations, due dates, etc.o Remove past goalso Maintain progress notes visible to both employee and
manager
Perfo
rman
ce
Upda
te (a
t lea
st
1/ye
ar)
Performance Update (at least 1/year)
Completed by Managero Summary of Goal
Progressiono Continuous Learning
Opportunities Takeno Development Needed
(if applicable) Completed by
Employee*o Agree/disagreeo Comments
* There is no longer a self-assessment
Why No Self Assessment? Puts ownership on managers who are the ones
who should be responsible for evaluating their employees
Reduces steps and time to complete reviews Employees can still provide informal input if
the manager prefers in person, via email, etc. Employees always have the opportunity to
read and comment on a review
Annual Performance Evaluation (1/year)
Annual Performance Evaluation (1/year)
Completed by Managero Review of Each Goal (pull from ePerformance otherwise
Manager must enter them manually)• No overall summary, but you a goal entitled “overall” and
comment thereo Competency Assessment
• 6 competencies• Definitions vary by role: Individual or Manager• 5-point quality based scale: Low, Fair, Good, Excellent,
Superbo Development Needed (if applicable)
Completed by Employee*o Agree/disagreeo Comments
* There is no longer a self-assessment
Competencies
Credibility
Building Trust
Integrity
Follow-through
Collaboration
Collaboration
Interpersonal Skills
Negotiation Skills
Networking
Entrepreneurial
Thought & Action
Initiative
Adaptability
Continuous Learning
Excellence
Seeking Feedback
Professional Skills
Diversity & Inclusion
Valuing Diversity
Communication
Communication
Giving Feedback
Other General Suggestions
• Ideally, meet with employees to discuss ongoing projects, challenges, needed resources, etc. on a weekly or bi-weekly basis
• Use competency language when giving feedback• Utilize resources in HR if employees need development or
consistently aren’t performing, and ensure follow-up on previously identified development items
Managers
• Use one-on-one meetings to discuss more than just a status update. Talk to your manager about your career/growth goals, desired learning opportunities, challenges/obstacles, suggestions/ideas, etc.
• Keep your goals up-to-date weekly or monthly so your manager has easy access to current status information
• Ask for feedback
Employees