Performance Management

The practice of retaining high performing employees includes building strong working relationships between supervisors and employees. When performance management is approached as an ongoing dialogue between the supervisor and the employee, this results in an engaged, focused, and productive work environment.  

University policy requires that staff receive a written performance appraisal by their supervisor once a year within the Performance Appraisal System. Evaluations are a mechanism to provide feedback and documentation about an employee’s performance through a defined time period and can provide clear communication of job expectations and goals.

Performance evaluations also can serve as a constructive tool that assists mentoring employees on areas of employee development and improvement.

New Performance Management and Merit Program

Merit pay wheel

Human Resources is pleased to announce a new Performance Management and Merit Compensation Program that will leverage various talent management strategies to develop capabilities across the organization. The program is performance-driven and has been designed based on feedback, benchmarking, and best practices to reward performance with merit pay.  

How can you prepare for the program?

  • Work with your manager. Individuals will work with their managers to set and document their FY24 goals. Goals should be Specific, Measurable, Achievable, Results-Oriented and Time-Specific, (S.M.A.R.T); defining these parameters as they pertain to your goal helps ensure that your objectives are attainable within a certain time frame.
  • Have regular performance conversations. Individual contributors and their managers should have regular performance conversations. This includes discussing their S.M.A.R.T. goals, what is going well and where there may be opportunities for improvement.
  • Track your accomplishments. Individuals will track their accomplishments, career aspirations, professional development opportunities and how these opportunities have been used in skill development.

New performance management program – Timeline of activities

Date Activity
July 1, 2023–Spring 2024 Managers and employees work together to establish and review FY24 goals and expectations. Periodic check-ins take place for feedback and goal revision, if necessary.
September 2023–December 2023 Training developed; appraisal form revised
January 2024–March 2024 Training for managers and individual contributors.
March 2024 Year-end forms launched
May 2024 Forms due to HR
June 2024 – July 2024 Merit Salary Increase (as approved by Senior Leadership)

Please visit this page often for additional information and training opportunities. Questions? Contact the Talent and Organizational Development team at talent-dev@udel.edu.

STAGES OF THE PERFORMANCE MANAGEMENT CYCLE

  • Effective coaching occurs through consistent, informal conversations. These occur regularly, rather than being reserved for formal reviews.
  •  The conversation should be back and forth; seek the employee’s input and assessment of their own work process and results.
  • Share feedback about the employees’ successes and areas needing improvement.  Be sure to discuss training needs as they arise.
    • Are short-term objectives being met to indicate that goals will be achieved?
    • Has new work been introduced and how does this affect other goals that were set?
    • Are expectations still clear?
  • 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.

UD’s performance appraisal supports employee growth and operational excellence.

More than just an annual review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure employees are meeting their objectives and goals.