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Effective performance feedback is critical
to the success of the College and the individual employee. A strong performance
communication process:
- helps employees improve what they do and
how they do it, enabling them to give greater support to the goals of their department
and the University;
- fosters an environment of continuous feedback
and professional growth;
- creates a shared understanding of the skills
and abilities or the
- demonstrated "know how" necessary
to be successful on the job;
- gives employees the opportunity to access
their own performance and describe their contributions; and
- provides employees with an action plan to
develop the skills and behaviors that will ensure their success and the success
of the unit.
The Performance Communication process is divided into
three parts:
Performance Planning:
- Meet with the employee and establish performance
objectives
- Identify key responsibilities; align with
unit objectives
- Create a shared understanding of the Skills
for Success
Performance Progress Meetings:
- Monitor progress on key responsibilities
and execution of Skills for Success
- Conduct progress meetings and coaching discussions
- Document what was discussed and agreed to
Performance Evaluation:
- Prepare to meet with the employee by reviewing
the employee’s self-evaluation
- Complete the performance evaluation
- Summarize the employee’s accomplishments
and development areas
- Review performance evaluation with the employee
- Discuss strengths and developmental needs
and agree upon individual development plans
For more detailed information on performance managment, please view this Performance Management presentation.
For information on the performance cycle and planning materials please review the Performance Review page under Employee Services.
For Additional information on "Performance Standards" see Section
211 of the Staff Handbook. For additional information on "Performance
Management Processes" see Section 303 of the
Staff Handbook. |
