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 items to cover with new employees, including:

Introduce your new hire to key personnel
Explain where the department fits within our institution
Review the Position Description with your new employee

Ensure that each new employee knows what is expected of him/her in terms of job responsibilities
Supply all necessary tools and training
Give adequate opportunity for guided learning and practice
Provide specific and timely feedback

Acknowledge positive performance

Positive Feedback Sheet
Recognize achievements, large and small

Address problem behaviors

Constructive Criticism Sheet
Give concrete examples
Establish a follow-up plan
Both praise and constructive criticism should be given in a timely fashion

Check-in from HR

HR contacts the new hire directly
Checks that the employee feels welcomed, trained and prepared for success
The supervisor does not need to complete a formal appraisal until the 90-day Review, but is encouraged to reach out to HR with any questions or concerns

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 University
Evaluates the employee's potential for future success in the role
Employees that have transferred to another area or taken on significant new responsibilities also should receive a 90-day Review

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 available for staff and administrative employees

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.

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
Ask your employee to complete the self-evaluation portion of the appraisal
Schedule uninterrupted time for the conversation

Discuss job assignment
Update position description if necessary
Discuss work environment
Re-affirm employee contributions
Address areas for improvement

Performance issues are handled on a case-by-case basis. Please contact Human Resources for direction regarding any possible disciplinary action and related documentation requirements.