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Performance Communication

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 college;
  • 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

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

Annual Performance Review Cycle

Goal Setting    July - September
Mid-Cycle Check-In                                                                          November - January                                                                        
Performance Review                   April - May
                                                      Merit Pay Communication                 June

Below is the information that you need to begin the planning and review process.

The current Annual Performance Review Cycle will cover the period April 1, 2019 to March 31, 2020.

By September 30, 2019 Managers should meet with employees to establish goals.
By January 31, 2020 Managers should meet with employees to conduct mid-cycle check-in.
By June 25, 2020 Managers should request Optional Self-Evaluation (Appendix F) and Optional Customer Input Tool (Appendix H)
                                                      April 1, 2020 - July 30, 2020               Managers should meet with employees and conduct performance reviews.
No later than July 31, 2020 Managers should submit their reviews by email to HR@smith.edu and CC: their department heads.