Performance Management

Policy no. III-2
Effective Date: 01/01/2002
Scope: senior staff and staff employees
Exclusions: faculty, executive staff and temporary employees

Policy Statement

The university acknowledges that all employees benefit from on-going communication with their supervisors on goals, expectations, skills and performance. The intent of this policy is to ensure that a formal process occurs in addition to informal feedback during the year. The more formal process, entitled Performance Management, is designed to achieve the following goals:

  • To link the work of the employee to the work of the group and the department
  • To set objectives so that expectations are clear
  • To review the objectives mid-year for updates, assistance, and recognition
  • To reinforce positive work habits and ethics
  • To offer the employee information regarding professional development

In addition to these outcomes, the supervisor will benefit from more frequent conversations by:

  • Obtaining suggestions from the employee on operational and functional enhancements
  • Having the opportunity to guide employees through development that improves and enriches the productivity of the group
  • Improving the likelihood of success for employees who participate in their own development and work objectives

The Records offices are responsible for: 1) reminding supervisors of performance review dates; and 2) providing Performance Management Outline forms. The supervisor is responsible for; 1) setting objectives early in the performance year; 2) reviewing objectives and performance standards mid-year; 3) finalizing the employee's performance documentation over the twelve-month period; 4) conducting performance management sessions in private with the employee; and 5) submitting the documentation to the Records office no later than 15 days prior to the effective date of any compensation request. Timely performance updates and related salary actions are one of the supervisor's most important responsibilities.

In the event that an employee worked in another department in the past year, the Performance Management outline should be completed by the releasing department supervisor at the time of transfer with a status update. The hiring supervisor will be responsible for establishing new objectives and conducting performance management sessions affecting the employee's future.

If an employee is in Positive Corrective Action when a step in the Performance Management process would normally occur, it is appropriate to integrate the corrective action with the performance management session. Both forms must be completed at that time. The employee must be notified that the performance management session is considered part of the Positive Corrective Action even though it may include more general and overall performance feedback.

Policy Administration: Supervisor, Compensation office, and HR Information Systems office

References: Compensation Policies (Section IV), Performance Management Policy (III-2a), Positive Corrective Action Policy (III-3), Positive Corrective Action Procedure (III-3a)