The performance management process highlighted on this page is not intended to replace collective bargaining specified performance evaluations programs. It is meant to provide general guidance to University managers and supervisors regarding commonly accepted best practices for performance management. If you are looking for contractually specified evaluation forms visit the Faculty & Staff Labor Relations Forms page.
The following basic 4 step performance management process is designed to ensure managers and their direct reports have regularly planned time in which to set annual goals, actively manage work output in relationship to goals, and to discuss job performance on an ongoing basis. It is a flexible model and can be adapted to suit various employment populations at the university's needs.
|1 | ANNUAL GOAL SETTING
July - August
|During this first step, direct reports and managers meet to collaboratively discuss organizational and individual goals. Once goals are agreed to, managers then document the job responsibilities, accountability and measures for performance which are directly tied to each goal.|
|2 | MID-YEAR GOAL CHECK
January - February
|In this second step, direct reports and managers review overall job performance since the time of goal setting, review progress on goals; constructively discuss work outcomes, acknowledge successes and challenges and adjust organizational and individual goals as business needs dictate.|
|3 | YEAR END REVIEW
June - July
|In the year end review, managers meet with direct reports in a joint process to review the direct report’s success in carrying out the performance plan during the entire performance cycle. This is typically know as year-end review or the annual performance evaluation.|
|PERFORMANCE REVIEW DOCUMENTS
June - July
|Performance Management Process Guidelines|