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General Guidelines & Steps

General Guidelines & Steps

  1. Position Descriptions: Ensure each employee has a current position description in People Admin located on the Human Resources (HR) webpage.  Managers and supervisors should only base the performance management process on the current duties and responsibilities of the position.
  2. Timeline: 
    • Annual Performance Evaluations are to be completed between June 1 and July 31.
    • Probationary Performance Evaluations – While the probationary period for a new employee is 180 days, performance evaluations are to be initiated after 90 days of employment.  This evaluation provides each new employee with the opportunity to receive feedback prior to the end of their probationary period.  “If the employee’s work performance is not satisfactory, the employee will be notified in writing during the six month provisional period and the employee may be terminated at that time without the right of appeal” per the UWG Employee Handbook.  SMART goals should be established at the end of the180-day probationary period and will be evaluated during the annual performance evaluation.  
  3. Performance Planning:
    • SMART Goals/Expectations: Collaborate on creating goals and explain how to meet and exceed expectations. Managers/Supervisors must provide support and resources to help employees achieve their goals.
      • Specific
        • Who, what when, where and why?
      • Measurable
        • How much? How many?
        • How will I know when it is accomplished?
      • Attainable
        • Must represent an objective toward which you are both willing and able to work.
      • Relevant
        • Tie to department and divisional goals and objectives
      • Timely
        • Must be within a reasonable timeframe. 
    • Development Plans: Align professional/ career development plans with organizational, departmental and employee career goals. The key ingredients of a development plan are:
      • Work Experiences
        • Special Projects
        • Cross Training
        • Shadowing
      • Feedback/Relationships
        • Annual Performance Reviews
        • Coaching
        • Mentoring
        • Professional or Trade Associations
      •  Training and Education
  4. Coaching:  This is an opportunity for the supervisor and the employee to maintain ongoing communication and feedback specifically related to performance.  It is recommended that these meetings occur quarterly or based on the needs of the employee. 
  5. Performance Evaluation: 
    • Schedule performance evaluation with employee two weeks in advance.
    • Request employee to complete a Self-Assessment (optional).
    • Supervisor completes a Performance Evaluation with their direct report.
    • Supervisor reviews the evaluation with their manager (reviewer).
    • Supervisor and Employee discuss evaluation and endorse document.
    • Supervisor submits document to Human Resources.
    • Human Resources will conduct final review.