Supervisors: Performance Management
Laying the Groundwork…
Setting expectations for performance begins on a new hire’s first day. Upon hire, Human Resources will send a post-process letter to the hiring manager which includes a list of things to cover with new employees. In particular, the following items pertain to performance management:
- Introduce the new hire to key personnel
- Explain where the department fits within our institution
- Review the Position Description with the new employee
How do I equip a new employee for success?
- Ensure that your employee knows what is expected of them in terms of job responsibilities
- Supply all necessary tools and training
- Give adequate opportunity for practice
- Provide timely feedback
What kind of feedback should I give and when?
- Acknowledge positive performance
- Address problem behaviors
- Both praise and constructive criticism should be given in a timely fashion
- For further guidance, enroll in the Performance Management Workshop (PPT, PDF)
What is the formal appraisal process?
- 45-Day Review
- HR contacts the supervisor and the new hire individually
- Checks that the employee feels welcomed, trained and prepared for success
- Checks with the supervisor to ensure that the employee is meeting expectations
- 90-Day Review at the end of the probationary period
- Supervisor meets with new hire
- Evaluates the employee in terms of fit with the position and the College
- Evaluates the employee’s potential for future success in the role
- New hires
- Annual Performance Appraisal
- Self-evaluation component and supervisor appraisal
- Operations conducts their reviews on the anniversary of hire date
- All other reviews are due on June 15 or before the employee leaves for summer break (unless alternative arrangements have been made with HR)
- Standardized forms (Admin/Staff) available for staff and administrative employees
- Some divisions have customized review templates
The main event…or is it? The annual performance appraisal
- The annual Performance Appraisal should be the capstone of ongoing performance conversations
- Employees who understand expectations and where they stand throughout the year are more engaged and productive
Preparing for the annual performance appraisal
- Log specific examples of both positive and problem behaviors using the Performance Tracking Feedback Tool.
- Gather feedback from the individuals and departments that the employee supports
- Schedule uninterrupted time for the conversation
What is included in an effective performance appraisal?
- Discuss Job assignment
- Update position description if necessary
- Discuss work environment
- Re-affirm employee contributions
- Address areas for improvement
When is disciplinary action warranted?