Performance Management Process
Setting Expectations (Part 1)
Before working in the online system, it's recommended that managers and employees meet to complete the following:
- Review the employee's job description
- Discuss job responsibilities, job goals, competencies and expectations
- Review the 5-point performance rating scale
- Discuss any training or professional development requirements/goals
- Review what information will be entered into the performance form (responsibilities, goals, competencies, weighting, etc.)
The employee is responsible for entering this information into the performance form. The manager then reviews for approval and sends the form to the next step, Progress Discussions.
Ideally, this process takes place October through December or within the first 30 days of a new employee starting. This helps clarify and determine expectations for the upcoming year and is valuable for both the employee and manager.
Progress Discussions (Part 2)
Managers and employees are encouraged to meet and discuss performance progress throughout the year. The Progress Discussion step in the online performance management system is a way for employees and managers to update job responsibility and goal status, document achievements, areas for improvement and any related action items regarding the employee's performance.
Using this section of the performance form is valuable to both the employee and the manager during the year-end review process. It's a way to track progress throughout the year so you have information readily available for the self-assessment and review by manager activities.
Year-End Review (Part 3)
The year-end review process includes:
- Employee self-evaluation
- Review by manager & annual performance review meeting
- Acknowledgement and signature (by employee)
Mid-August, managers move forms from Progress Discussions to Self-Evaluation. The employee then completes a self-assessment. They provide ratings and comments for each job responsibility, job goal and competency (if applicable, not all units use competencies). After completing this step, the employee sends the form to the manager.
The manager completes the review by manager step in the form. The manager rates each job responsibility, job goal and competency (if applicable, not all units use competencies). The manager and employee meet to discuss the employee's performance and progress, overall rating and set expectations and goals for the upcoming year. The manager then sends the form to the employee for review and acknowledgement.
This completes the performance management review process.