Performance Management

Writing and updating a job description can help with establishing specific job expectations.  Employees that have a better understanding of their jobs, will work more effectively in their roles.  

Here are some helpful links:

• Learn how to access a position description.
  
• For more information about writing a job description visit the Writing a Job Description page.
  
• Talk to your college or department HR Representative about how to update the job description which must be done in the PageUp Applicant Tracking System. It is recommended to have this process completed one month prior to the next annual performance cycle as the position description must be in an "approved" status.

The Plan phase lasts from November 1 through January 15 on an annual cycle, and are based on the plan launch date.

The Plan phase is crucial to the process so the employee and supervisor know the expectations and the metrics for the Evaluation stage. Having clear, measurable job duties and goals are key. The Plan phase includes Planning, where job duties and goals are editable, and Plan Approval, where job duties and goals are locked for editing in the view-only mode. Both the employee and supervisor have access at this time. 

• Employees and supervisors should review job descriptions as part of the performance planning process. 
  
• Performance planning provides the foundation for a successful performance year. 
  
• Employees and supervisors should work together on establishing goals for the year.

For more information, visit the planning and setting goals page.

The Touchpoint phase lasts from the end of the Plan phase through July 29 on an annual cycle.

The Touchpoint phase is where supervisors support employees working towards completing their job duties and goals. Both the employee and supervisor have access to the performance plan at this time. The system provides opportunities for supervisors and employees to document progress through the year as discussed in their Touchpoint conversations. 

• It is important that supervisors set these regular check-in discussions with their employees.
• Regular Touchpoints conversations provide an opportunity for supervisors and employees to work together to ensure performance remains on track throughout the year and that employees are tracking their progress toward job requirements and goals.

For more information, visit the touchpoints page.

The Evaluation phase lasts from July 30 through October 12 on an annual cycle.

An annual performance review is a joint effort between the supervisor and employee to help the individual reflect on their progress over the past year. This is a vital time where every voice should be heard. Access in the system is limited to who is the evaluator at the time.

• An employee self-evaluation is suggested to help the employee prepare for the performance review conversation with their supervisor.
  
• Supervisors should review the employee's self-evaluation in addition to preparing their supervisor evaluation on the employee and share it with the reviewer for approval.   
  
• The supervisor should schedule a meeting with the employee to discuss the evaluation. Once the conversation concludes, the employee should have an opportunity to add comments to the evaluation and should acknowledge they have received it.   

For more information, visit the evaluations page.