PERFORMANCE MANAGEMENT GUIDE
Introduction to Performance Management
EKU’s staff performance management process is designed to promote and support:
- Development and application of employee talent within the University
- Alignment of employee work goals with department and University goals
- Ongoing development of employee knowledge and skills
- Dialogue regarding performance between supervisors and employees
- Employee understanding of their work in relation to the department and the University
The Performance Cycle
Planning: At the beginning of the review period, the manager and employee meet to set expectations regarding the work to be completed by the employee (job duties and goals) and how the job will be done (core competencies). Performance Planning for new staff is completed upon successful completion of the established orientation period.
Performing: Over the course of the review period, the employee works to achieve the expectations for the job. During that time, both the supervisor and employee should track performance. Ongoing feedback should be provided to the employee either informally or through interim discussions. Coaching and development opportunities should be provided to support the employee’s performance needs. The evaluator should maintain documentation of performance and feedback to assist in the annual review.
Reviewing: At the end of each review period, both the supervisor and the employee summarize and evaluate performance using the evaluation form and participate in an annual performance review meeting to review progress, recognize success and plan for future development activities.
Developing: While it is a formal element of the Performance Planning phase, there is a continual need to reassess employee needs and acquire the formal and informal resources to support development throughout the performance cycle.
- Contact HR Employee Development or visit HR Employee Development on the web for information about the many development opportunities at the University.
Effective Interactions
Understanding and using an effective interaction process will help in all of your discussions with employees about their performance.
- Participate in the Maximizing Performance workshops to learn how to use Key Principles and Interaction Guidelines for effective discussions.
Legal Considerations
Performance management activities should always be conducted in accordance with University policies. Performance evaluation activities become susceptible to legal action when they are discriminatory, too charitable and/or conducted negligently.
2008 Planning & Review Schedule
Due Dates: The completion and submission dates listed below apply to full- and part-time Administrative Affairs staff employed prior to July 1, 2007 and full- and part-time Academic Affairs staff employed prior to January 1, 2008. See due dates using currentOrg Chart
Please note that the dates below represent a shift to a fiscal year review period for Academic Affairs staff.
For detailed information on eligibility and time frames for other circumstances, review Planning and Reviewing sections.
| 2008 | |
|---|---|
| Annual Performance Review for 2007 completed: | |
| Administrative Staff | January - February 2008 |
| Academic Affairs Staff | July-August 2008 |
| Submit original to HR for filing within 30 days of completion | |
| Performance Planning for 2008 completed: | |
| Administrative Staff | January - February 2008 |
| Academic Affairs Staff | July-August 2008 |
