Performance Management
Performance management is an ongoing process throughout the year, with a formal performance review conducted annually. The intent is to communicate and review job performance expectations, provide constructive feedback, document accomplishments, and jointly formulate performance development plans.
Both employees and managers should be working together in their jobs for a minimum of six months before completing an annual review. Please contact Human Resources with any questions.
2017 Process
Completing the Review in MyDay
The performance reviews are conducted in MyDay.
This is a great opportunity to reflect on the past year, acknowledge accomplishments, identify areas that may need some improvement, and engage in discussion about professional development, career goals, and plans for the next year.
Our objectives in implementing this process within MyDay include
- Leveraging this new technology to conduct performance reviews easily and effectively
- Setting and managing goals
- Implementing the feedback process
- Eliminating previous systems and methods for review and improvement plans
- Allowing for an easier workflow for approvals
- Allowing for enhanced reporting and visibility of employee performance and development needs
- Adding future enhancements to talent and performance to improve our workforce
The performance review in MyDay has the following sections:
- Performance Goals
- Feedback
- Challenges (for Senior and Executive Staff)
- Competencies
- Professional Growth
- Questions About Supervisory Relationship and Development Needs
- Overall Rating
Guidelines for conducting effective reviews
MyDay allows for increased transparency in the review process in terms of both content and process. The goals and feedback sections are new functionality and new concepts in this community. Human Resources strongly encourages all managers to become familiar with these new functions by reviewing all training materials and attending a training session. There are training sessions designed specifically for
managers and others for
staff.
If you are a manager, you only have to attend a manager session.
Additional Guidelines
- The basis for the evaluation is ongoing performance, not isolated events.
- Goals should be aligned with job role and description.
- Avoid allowing a strong factor of the employee's performance to influence another factor that needs improvement, or one that is weak to influence another that is outstanding.
- Do not let personal feelings influence the evaluation.
- Constructive comments are key elements of appraisal.
- Give specific examples to illustrate your points.
- Positives are as deserving of note as negatives.
- Feedback should be descriptive and informative, not judgmental.
- Information contained in a performance evaluation is personal and must be treated with great sensitivity.
- Overall ratings are one factor used in determining annual increases. It should be not an average of all other ratings in the review but rather an overall assessment of the employee. Choose the definition that best describes the employee's performance over the entire review period.
Overall Rating Descriptions
Exceptional
Clearly considered to be exceptional performers.
Delivers exceptional results in performance against goals and core functions. Demonstrates innovation and initiative in all aspects of the position. Excellent work is widely recognized and positively and significantly affects department/university operations.
* If you assign "Exceptional" as an overall rating, you must provide an explanation/rationale in the comments section below.
Effective
Consistently meets requirements of the position. At times, employee may exceed expectations. Overall, employee makes solid, reliable, and meaningful contributions to the department.
Requires Improvement
Employees with this rating fail to satisfactorily perform most aspects of the position (or function).
Demonstrates satisfactory performance in some areas, but does not perform or meet expectations consistently. Employee needs to acquire and/or develop necessary skills and build/sustain an acceptable standard of performance.
* If you assign "Requires Improvement" as an overall rating, you must provide an explanation/rationale in the comments section below.
A performance improvement plan must be initiated by HR in conjunction with the manager.
Supervisors and/or staff needing further support or guidance with this process can contact Ilana Levitt in Human Resources.
Please visit the
MyDay website for step-by-step instructions for completing your performance review. There are also instructions for managers for setting goals, giving and getting feedback, and conducting reviews.