Topics Map > Employee Handbook > Performance Management
Divisional HR - Performance Management - Criteria for Success/Workplace Expectations
Workplace expectations established in the Extension Guide to Performance Management
Interpersonal Awareness & Effectiveness
- The employee is self-aware and practices self-management.
- The employee assumes various roles on behalf of Extension.
These are the workplace standards of conduct associated with being a part of the Extension organization and being an Extension / UW-Madison employee. They demonstrate whether the employee is in good standing and is viewed as a valuable organizational citizen and contributor to the full Extension team.
Relationship Building & Collaboration
- The employee gains trust, gives support, encourages collaboration, and has honest conversations in a way that maintains the relationship while making progress on issues of mutual concern.
- The employee treats others with fairness, compassion and dignity.
- For some positions, the employee engages new partners and/or takes an innovative approach when addressing familiar as well as new challenges.
- The employee consults appropriate parties to gather their input to assure that the decision making process is inclusive.
- As part of the process the employee identifies key concerns and/or issues that need to be addressed in order to make the best decision possible, within their scope of authority.
Diversity, Equity, Inclusion & Cross-Cultural Sensitivity
These are the expectations associated with the ability to understand, value, and leverage human differences as well as to build and support cross cultural relationships and value human differences. This performance area reflects the ability to engage with all constituents, develop culturally sensitive and culturally relevant programming and/or the skills needed to interact effectively with people equitably and to be inclusive of differences. These skills are fundamental to the work done by Extension.
- The employee uses his/her work in service to others and makes this a top priority by creating and maintaining a strong presence, statewide and/or locally or as part of their unit/functional area.
- The employee seeks to improve or adapt services, research and/or programming to meet emerging issues and to be accountable and effective with public funds.
- The employee is responsive to service needs through creativity, innovation, research, and/or interdisciplinary approaches as appropriate to his/her position.
- The employee is conscientious about using available resources efficiently and effectively.