What is Performance Management?
An ongoing, continuous process of communicating and clarifying job responsibilities, priorities, performance expectations, and development planning that optimize an individual’s performance and aligns with organizational strategic goals.
When people hear the words performance management, the fiscal year evaluation may be their first thought. However, an effective performance management process involves much more than just the annual evaluation.
Human Resources has established modules to assist in managing employee performance. Human Resources recommends in addition to setting goals at the beginning of the evaluation period and evaluating performance at the end of the evaluation period, that feedback sessions are held throughout the year. These meetings include:
Initial Meeting: Goal Setting and Development Planning – During the first meeting, at the beginning of the evaluation period, the employee and supervisor will mutually develop goals that align directly with the goals of the department, school and university. A development plan that supports goal completion will also be developed and agreed upon.
Quarterly Feedback Sessions (October, January, April for the fiscal year evaluation period) – During the feedback sessions, the employee and supervisor will discuss the employee’s progress toward goal completion and any support that may be needed.
Final Meeting: Evaluation Review – During the final meeting at the end of the evaluation period, the employee and supervisor will discuss overall performance and goals and development plan outcomes.