Performance Management

Supervisory Expectations

Fall trees on campus

Effective and meaningful Performance Management is designed to promote ongoing communication between a supervisor and employee regarding the planning and achieving of workplace priorities, as well as the identification of successes, and of any areas for performance improvement.  

Supervisors are responsible for: 

  • initiating performance management conversations 
  • working with staff to clarify goals and priorities for performance period that support achievement of departmental mission 
  • keeping documentation of what is going well and what needs to be addressed 
  • communicating regularly with employee/s to understand employee needs, concerns and how supervisor can support good work 
  • sharing feedback regularly that recognizes good work and clarifies concerns 
  • providing coaching for employees to support development and productivity 
  • conducting evaluations using the University procedures for each bargaining unit and for non-unit staff 
  • ensuring completed annual performance review forms are sent to Human Resources via departmental expectations 
  • conducting oneself in the workplace according to the Principles of Employee Conduct 

Employees are responsible to:

  • fulfill job responsibilities and goals for performance period that support achievement of departmental mission 
  • keep a record of own accomplishments and share accomplishments and feedback received with supervisor 
  • share any concerns, obstacles, and  needs that may impede work with supervisor 
  • conduct oneself in the workplace according to the Principles of Employee Conduct 

Tools to Support Good Performance Management Practices

Effectively managing performance requires time and careful preparation. Before meeting with employees to provide feedback, supervisors need to plan their conversations, clarify the goals of the discussion, and determine the best ways to support employee success. Following up and maintaining detailed documentation are crucial for minimizing bias, evaluating supervisory practices, and obtaining a comprehensive view of employee performance.

For questions and support in addressing performance concerns: 

- Talk to your supervisor and your departmental HR staff 
- Contact the HR Business Partner for your area or Labor Relations 

 

For questions and support specific to the employment of faculty, librarians, graduate employees and researchers: 

- Contact the Academic Human Resources team directly at academic.hr@umass.edu

What is performance management? What is performance management? UMass Amherst Performance Management Process and Procedures UMass Amherst Performance Management Process and Procedures Performance Planning Checklist Performance Planning Checklist Writing SMART Goals Writing SMART Goals Documenting Performance Documenting Performance Supporting Performance Management Throughout the Performance Year Supporting Performance Management Throughout the Performance Year Performance Concerns Flowchart Performance Concerns Flowchart Tips on Writing Performance Reviews Tips on Writing Performance Reviews Pre-Review Worksheet Pre-Review Worksheet Having a Performance Evaluation Conversation Having a Performance Evaluation Conversation Sample Phrases for Writing Performance Reviews Sample Phrases for Writing Performance Reviews

Additional Video Resources

Workplace Learning and Development has created 5 mini-modules (each one less than 7 minutes) that cover five aspects of performance management. 

You may also want to visit LinkedIn Learning for general performance management information. Create an account by following the link below.  

Overview of Performance Management Overview of Performance Management Performance Planning Performance Planning Performance Review Performance Review Participating in Your Review Participating in Your Review Forms and Resources Forms and Resources