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Performance Management

Laying the Groundwork…

Setting expectations for performance begins on a new hire’s first day.  Upon hire, Human Resources will send a post-process letter to the hiring manager which includes a list of items to cover with new employees, including:

  • Introduce your new hire to key personnel
  • Explain where the department fits within our institution
  • Review the Position Description with your new employee

How do I equip a new employee for success?

  • Ensure that each new employee knows what is expected of him/her in terms of job responsibilities
  • Supply all necessary tools and training
  • Give adequate opportunity for guided learning and practice
  • Provide specific and timely feedback

What kind of feedback should I give and when?

 

Acknowledge positive performance

  • Recognize achievements, large and small

Address problem behaviors

  • Give concrete examples
  • Establish a follow-up plan
  • Both praise and constructive criticism should be given in a timely fashion

What is the formal appraisal process?

 

45-Day Check-in from HR

  • HR contacts the new hire directly
  • Checks that the employee feels welcomed, trained and prepared for success
  • The supervisor does not need to complete a formal appraisal until the 90-day Review, but is encouraged to reach out to HR with any questions or concerns

at the end of the probationary period

  • Supervisor meets with new hire
  • Evaluates the employee in terms of fit with the position and the University
  • Evaluates the employee’s potential for future success in the role
  • Employees that have transferred to another area or taken on significant new responsibilities also should receive a 90-day Review

Annual Performance Appraisal

  • Self-evaluation component and supervisor appraisal
  • Operations conducts their reviews on the anniversary of hire date
  • All other reviews are due on June 15 or before the employee leaves for summer break (unless alternative arrangements have been made with HR)
  • Standardized forms available for staff and administrative employees
  • Many divisions have customized review templates

The main event…or is it? The annual performance appraisal

  • The annual Performance Appraisal should be the capstone of ongoing performance conversations
  • Employees who understand expectations and where they stand throughout the year are more engaged and productive

Preparing for the annual performance appraisal

  • Log specific examples of both positive and problem behaviors using the .
  • Gather feedback from the individuals and departments that the employee supports
  • Ask your employee to complete the self-evaluation portion of the appraisal
  • Schedule uninterrupted time for the conversation

What is included in an effective performance appraisal?

  • Discuss job assignment
  • Update position description if necessary
  • Discuss work environment
  • Re-affirm employee contributions
  • Address areas for improvement

When is disciplinary action warranted?

Performance issues are handled on a case-by-case basis.  Please contact Human Resources for direction regarding any possible disciplinary action and related documentation requirements.