No, you don’t need to wait for your manager to cascade goals before creating your goal plan. The system will allow for you to create your goal plan without goals being cascaded from your manager.
Work directly with your manager to schedule a time within the goal plan period.
Development opportunities can be found in the performance management tool under the development opportunities tab. There you will have access to a library of online courses via Linkedin Learning.
Aligned (Union) supervisors must complete performance reviews for the non-aligned staff they supervise.
A primary manager must be identified and will be responsible for completing the process in the system. The dual managers will have to meet and discuss the employee’s performance before documenting it in the system.
New hires and transfer employees will automatically move to the goal setting process and have 30 days to complete their goal plan and have it approved by their manager.
The performance review is to be completed and submitted within the first 30 days back on the job. Employees are evaluated only on work performed while on the job during the performance period.
Yes, if you have an internet connection, you can access the performance management tool anywhere and anytime.
Most questions can be answered via the tools and resources located on the performance management site. For additional support, please contact your HR liaison and/or send an email to the performance management support email box.
The approved browsers for accessing the online Performance Management tool are; Google Chrome, Firefox, and Safari.
Carefully read the key characteristics for each competency to identify your level of accomplishment.
The recommendation is for each employee to have 3-5 performance goals and 1-2 development goals.
Each performance goal will contain three thresholds: Base, Medium, and High. For further information, please refer to your user toolkit that can be found on the performance management site.
The SMART goal process is a methodology applied when writing goals: Specific, Measurable, Achievable, Realistic, and Time-bound. For further information on how to write SMART goals, please refer to your training guide on the Performance Management site and/or under Development Opportunities in the Performance Management tool.
Leaders can see the goals of employees who exist within their reporting line. Your goals can be seen by your manager, your manager’s manager, etc.
*Note: Your goals can not be seen by your peers or anyone outside of your direct reporting line.
Training guides and video tutorials are available on the performance management website.
No.
- Regularly update progress notes in the Performance Management System. This information will come in handy when it is time for the end of year evaluations.
- Tie individual goals to departmental goals. Doing so helps the employee see the importance of their work and increases their job satisfaction.
- Make sure the employee can provide input before the review is finalized.
- Meet with your employees regularly throughout the year, formally or informally, so that you can provide timely feedback about the employee’s performance.
The performance management process consists of three distinct modules; goal setting, mid-year, and end-of-year evaluation. The process is housed and tracked within the performance management tool.
The purpose of the online performance management process is to align performance management across the university, focus on employee development, increase the frequency of development conversations, align manager and employee goals, and to provide an easy to use tool to set, track, and share goals.
All non-aligned employees are included in this process. Also, aligned managers that have non-aligned employees will use the tool to manage their non-aligned employees’ goals and performance.
Aligned (union) employees are not included in the performance management process.
The university has launched the online performance management process as part of our continued commitment to our employees’ development, potential, career aspirations, and performance.
No, employees should complete performance reviews when they return to work. It is recommended that the performance review is completed and submitted within the first 30 days back on the job. Employees are evaluated only on work performed while on the job during the performance period.
This may overlap a new goal plan created in the new cycle; just be sure to click on and complete the previous year before starting a new year.
During Initial Goal Setting, SMART goals are created with the thresholds of Base, Median, and High as follows:
- High: Stretch goal, requires significant effort for achievement. Far exceeds the agreed upon goal measure.
- Median: Challenges the employee to exceed the agreed upon measure of the goal.
- Base: Meets the agreed upon expectation or measure of the goal.
During the End of Year Review, the manager will provide an individual rating for each goal which will calculate to an overall performance rating as follows:
- High: Achieved the highest level on all agreed upon performance measures.
- Median: Achieved more than agreed upon performance measures.
- Base: Achieved agreed upon performance measures.
- Did Not Meet Threshold: Did not meet the agreed upon performance measures.
"Goal No Longer Applicable” can be used on specific goals for reasons such as the goal lost funding/resources, the goal was postponed until next year, or the goal was deprioritized.
Note: Using the "Goal No Longer Applicable" rating removes the goal from the overall rating score.
If the overall rating is either “High” or “Did Not Meet Threshold,” then the goal plan would route to the second level manager for review and approval.
Creating performance goals based on measurable results will simplify this process. The final overall rating will be an automated calculation from the system based on the ratings of each of the performance goals.
If an employee is on a leave of absence and scheduled performance review are postponed until the employee has returned to active work. It is recommended that the performance review is completed and submitted within the first 30 days back on the job. Employees are evaluated only on work performed while on the job during the performance period.
This may overlap a new goal plan created in the new cycle; just be sure to click on and complete the previous year before starting a new year.
- Open the view for the employee to see the rating several days prior to the performance review meeting
- Review your employees’ progress notes and be prepared for the conversation
- Schedule dedicated time and a location free of interruptions for the performance review conversation, allowing ample time for the review to be completed
- Ensure effective two-way communication during the review conversation (listening attentively and encouraging dialogue)
The Performance Goals Ratings:
- Base
- Median
- High
- Did Not Meet Threshold
- Goal No Longer Applicable
The Development Goals Ratings:
- Achieved Development Goal
- More Development Needed
- No Progress
A submission or completion of the affirmation does not necessarily indicate agreement with this review. An employee may request a review of the review as explained in the "Review Process If Procedure Is Not Followed" available in OneSource.
- As a best practice, when there is a change in reporting structure, the current manager prior to departure should leave a detailed progress note.
- If there are questions, consult the previous supervisor or manager.
- This is on a case-by-case basis depending on if there is a role change, departmental change, and when the change occurs during the performance cycle.
The End of Year Review period opens on May 1st and closes on June 30th. However, performance management is a continuous process. Check-in and have conversations around performance regularly.