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 Cycle

Goal 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

Perf

orm

an

ce

Up

date

(at

least

1

/year)

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