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Performance management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensure mutual understanding between manager(s) and employee. It is a philosophy which values and encourages employee development through a style of management which provides frequent feedback and fosters teamwork. In addition, it emphasizes communication and focuses on adding value to the university by promoting improved job performance and encouraging skill development. In sum, Performance Management involves clarifying the job duties, defining performance standards, and documenting, evaluating and discussing performance with each employee
PeopleAdmin is a 21st century web-based Performance Management System implemented to ensures University-wide Shared Responsibility for Staff and Faculty with Administrative functions.
| Required Steps to Completion | Due Date | Definitions |
| Manager Creates Plan | 6/6/2019 |
Each supervisor (and co-reviewer where applicable) must operate at least (3) |
| Employee Acknowledges Plan |
6/7/2019 |
Employee acknowledges they’ve initially reviewed the goals/competencies/ developmental goals |
| Self-Evaluation | 6/10/2019 | Employee evaluates “self” in relation to the goals/competencies/ developmental goals. Documents can be uploaded. |
| Supervisor Evaluation | 6/14/2019 | Supervisors evaluates employee in relation to the goals/competencies/ developmental goals. Documents can be uploaded. |
| Reviewing Officer Approves Evaluation | 6/18/2019 | Office of Human Resources reviews and request edits or approve the Final Evaluation |
| Review Meeting | 6/24/2019 |
Supervisor meets with the Employee to go over the Performance Evaluation. |
| Employee Acknowledges Evaluation | 6/26/2019 | Employee confirms that meeting was held with supervisor. This completes the evaluation process. |