Performance Management
Performance management is crucial for the success of both employees and the Division of Academic and Student Affairs. This process involves communicating expectations and feedback between managers and employees.
Resources for Performance Management
Performance Management is essential for these reasons:
- Aligns Position Descriptions and Employee Goals with Departmental Objectives.
- This alignment helps everyone work towards the same goal.
- Improves Employee Performance
- By setting clear expectations and regularly reviewing performance, employees can understand how they perform relative to their goals.
- Enhances Employee Engagement
- Employees who receive regular feedback and feel their contributions are recognized are more engaged and motivated, which leads to higher job satisfaction.
- Identifies Training Needs
- Performance management helps identify areas where employees may need additional training or professional development.
- Facilitates Career Development
- Regular Performance reviews provide opportunities for discussions about career aspirations and growth.
- Fosters a Culture of Continuous Improvement
- Continuous improvement is vital for individual and department growth. It increases efficiency, encourages innovation, supports adaptability to change, and boosts morale.
SHRA Performance Cycle Dates
The annual SHRA Performance Cycle is as follows:
- April 1: Beginning of performance period
- June 1: Define Criteria (due within 60 days of performance period or start date)
- July 1: Optional Checkpoint(1)
- October 1: Required(2) or Optional(1) Checkpoint
- January 1: Optional Checkpoint(1)
- March 31: Conclusion of performance period
- April: Complete self evaluation, complete manager evaluations(3)
- May 31: Complete Annual Appraisal
(1) Checkpoints are recommended interim review placeholders and suggested times to revise goals, if needed. A checkpoint may be held at any time during the work cycle. If the plan changes, the supervisor should include the revision date in the comments to document the date of the actual change and discussion.
(2) Supervisors must complete a Checkpoint with employees who received any rating of “Not Meeting Expectations” on their last annual performance appraisal or employees who have an active disciplinary action.
(3) As a best practice, supervisors should schedule a private, 1-hour meeting with each employee to take place in the month of April. During this meeting, managers should conduct the performance evaluation and develop next year’s plan.
EHRA Performance Cycle Dates
The annual EHRA Performance Cycle is as follows:
- July 1: Beginning of performance period
- September 1: Define Criteria (due within 60 days of performance period or start date)
- October 1: Optional Checkpoint(1)
- January 1: Optional Checkpoint(1)
- April 1: Optional Checkpoint(1)
- June 30: Conclusion of performance period
- July: Complete self evaluation, complete manager evaluations(2)
- August 31: Complete Annual Appraisal
(1) Checkpoints are recommended interim review placeholders and suggested times to revise goals, if needed. A checkpoint may be held at any time during the work cycle. If the plan changes, the supervisor should include the revision date in the comments to document the date of the actual change and discussion.
(2) As a best practice, supervisors should schedule a private, 1-hour meeting with each employee to take place in the month of July. During this meeting, managers should conduct the performance evaluation and develop next year’s plan.
Supervisors who would like assistance with Performance Management may contact their DASA HR Partner for support.