Performance Management

Performance and professional development goals are set at the beginning of the performance cycle to align individual goals with annual team and organizational objectives. The specific timeline and process for goal setting are at the discretion of college/unit leaders. Managers should establish a collaborative process with employees to monitor and manage goal progress throughout the year. 

• Best Practices for Setting and Managing Goals
• SMART Goal Writing Worksheet

Clear, collaborative and productive conversations between employees and managers are the foundation of performance management. Coaching occurs through regular and informal conversations, rather than being reserved for the annual formal assessment. Feedback is a powerful mechanism that supports individual development. To be effective, feedback needs to be timely and specific, descriptive and constructive.

• Midpoint Goal Check-in Guide for Managers 
• Midpoint Goal Check-in Guide for Employees
• Coaching in Action for Leaders and Managers -LinkedIn Learning course
• Coaching and Developing Your Employees-LinkedIn Learning course

Managers assess staff performance annually and record it in the University’s performance appraisal form.  

The primary focus is the performance discussion, which includes reflection on past performance and its impact on employee, team and organizational success. Agreements about performance and professional development priorities are noted and then carried forward to the goal-setting process, which takes place at the beginning of the new performance cycle.  

Appraisal forms must be submitted by the deadline for the employee to be eligible for merit pay.

If you have questions or need clarification, reach out to your HR representative.

• UD’s merit program is based on a pay-for-performance philosophy and anchored in the performance management process. Our merit program aims to reward and recognize the work performed during the performance cycle and supports UD’s commitment to compensate our staff competitively.
• Staff performance will be assessed annually by managers through the performance management process and documented in the appraisal form. 
• Individuals will summarize both their accomplishments and professional development achievements on the appraisal form before routing to their manager for their assessment discussion. 
• Appraisal forms must be completed to be eligible for merit.