Performance Management
THE MANAGER’S ROLE
Performance Management is a key responsibility for all managers. Through effective Performance management, the following goals can be met:
- To create and foster an ongoing, two-way communication process between the manager and his/her staff
- To clarify expectations between the manager and staff
- To assist staff in reaching personal and professional goals through skill development
- To link individual behavior with the department’s goals, placing actions within the context of the University’s mission and goals.
The role of the manager can be described in three phases:
Phase I: Performance Planning
This first phase of the process is a dialogue between a manager and staff member to establish clear, specific performance expectations, preferably at the beginning of the performance cycle. However, the goals set as part of this phase should be re-evaluated throughout the year to deal with changes in departmental priorities and new information.
Phase II: Ongoing Coaching and Feedback
The second phase is a series of two-way discussions focusing on communicating about work progress and providing feedback on performance. It also involves regularly observing, monitoring and documenting performance throughout the year.
Phase III: Performance Review
The final phase is a summary discussion and written documentation reviewing staff performance, areas of excellence, goals for improvement, and professional development. This phase is the culmination of the first two phases, as it is both a review of progress achieved towards the goals set in Phase I as well as a summary of the ongoing coaching that has occurred during the past year.
Guides & Forms
Administrative/Professional Performance Appraisal Guidelines for Managers (pdf)
Administrative/Professional Performance Appraisal Form (word)
Office Support/Technical Performance Appraisal Guidelines for Managers (pdf)
Office Support/Technical Performance Appraisal Form (word)
Goal-Planning Worksheet (word)
