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
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
|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.
|Year-end forms launched
|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 firstname.lastname@example.org.
STAGES OF THE PERFORMANCE MANAGEMENT CYCLE
- Clarify and understand expectations.
- Review and understanding of what success looks like in this role and with specific projects or new initiatives.
- Job aid - Goal setting guidelines
- Job aid - SMART goal worksheet
- Job aid - Midpoint Goal Check-in Guide for Managers
- Job aid - Midpoint Goal Check-in Guide for Contributors
- 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?
- Meet annually to formally review goals and document performance.
- Were performance goals achieved?
- Were professional development goals achieved?
- Managers of new employees should complete a 180-day assessment form to ensure expectations are being met and timely feedback is provided.
- This conversation serves to segues into performance planning for the next year.
- Appraisal Forms
- 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.