Performance Management

The IUSM Dean's office is partnering with University Employee & Organizational Development in the performance management process.

Definition
Performance management is an ongoing and continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensure mutual understanding between supervisors and employees. It emphasizes communication and focuses on adding value to the organization by promoting improved job performance and encouraging skill development.

Objectives

1. Increase two-way communication between supervisors and employees
2. Clarify mission, goals, responsibilities, priorities and expectations
3. Identify and resolve performance problems
4. Recognize quality performance
5. Provide a basis for administrative decisions such as promotions, succession and strategic planning and pay for performance

Cycle
The performance management cycle follows the calendar year, January 1st through December 31st.

Process

1. Supervisors develop job duties and common standards with their employees and create the performance management document prior to January 1^st. They will work with the employee to develop goals. (Refer to SMART goals for guidance). Performance Management Document includes two common standards for all employees--Mission of Service and Relationship Centeredness. Supervisors share the final document with their employees in January.
2. Supervisors schedule a time to meet with employees in June for the interim check point meeting. Prior to the meeting, supervisors give their employees the interim check point form and ask them to return a few days prior to the scheduled interim checkpoint meeting. During the meeting, the supervisor and employee review the performance management document and discuss the employee responses to the questions on the interim check point form.
3. The employee and the supervisor sign off on the interim check point form and keep the document in their unit files. They do not finalize the performance management document at this point, they just discuss progress.
4. Supervisors schedule a time in December to meet with their employees for the annual performance meeting.
5. Supervisors and employees sign off on the performance management document and send a copy to IUSM HR Services, FS 5100.