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.
- Insuring completed annual performance review forms are sent to Human Resources via departmental expectations
- conducting oneself in the workplace according to the Employee Code of 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 Employee Code of Conduct
Workplace Learning & Development provides training for departments, supervisors and employees on Performance Management.
Supervisors need to understand the contracted procedures for the employees they supervise and the performance cycle for their area. For help, talk with your supervisor, contact your departmental HR staff, HR Business Partner for your area, or Labor Relations.
For Staff Covered by: USA/MTA, AFSCME*, PSU/MTA Unit B
*AFSCME is the only bargaining unit that requires performance evaluations be conducted on an employee’s anniversary date of hire.
For Non-unit hourly, (classified), staff:
For Staff covered by: PSU/MTA, Unit A
- Performance Management Program Handbook – provides in-depth information
- Performance Management Review Guidelines
- Performance Review form
- Performance Planning Worksheet for recording performance goals
For Non-Unit Administrators/Professional staff:
For Faculty and Librarians*:
*Academic Personnel under the Provost is the resource for questions related to performance for Faculty, Librarians, and Graduate Employees
Effectively conducting good performance management practices takes time. Before meeting with employees and sharing feedback, supervisors should prep their conversations, think about the goal for the conversations, and how they can best support employee success. Follow-up and keeping a documentation record is key to helping avoid bias, examine own supervisory practices and gain a full picture of employee performance.
- What is Performance Management?
- Performance Planning Checklist
- Writing S.M.A.R.T. Goals
- Documenting Performance
- Support Performance Management throughout the performance year
- Tips on Writing Performance Reviews
- Practices for holding a performance evaluation conversation
- Sample Phrases for Writing Performance Reviews