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Performance Management :: Performance Management Program For University Staff & Academic Staff (Non IAS)

These procedures accompany the campus-wide performance management policy

hrdesign.wisc.edu/performance-management/


PERFORMANCE MANAGEMENT OVERVIEW

Forms:


Why performance management?

The UW-Madison and the School of Nursing are committed to maintain an effective workforce made up of engaged and highly skilled employees. To fulfill that commitment, this performance management policy was developed to guide the School’s performance management procedure and to support and enhance healthy, inclusive and engaging relationships with employees and their managers / supervisors.

What is performance management?

The School of Nursing Performance Management procedures reflect the ongoing process where supervisors and employees work together to plan, monitor, and review an employee’s work objectives, goals, and professional development. A key element of performance management is communication between a supervisor and an employee throughout the year. Performance Management procedures include frequent informal conversations, coaching and feedback discussions related to the duties and expectations of the employee’s position, goal setting and formal performance reviews.

Benefits of Effective Performance Management

The School of Nursing Performance Management Policy and Procedures are implemented in order to realize benefits for employees, managers, supervisors, and the organization as a whole. Some of the benefits we intend are listed below:

For employees:

  • Increased clarity of expectations, increasing the employee’s success
  • Increased support in identifying and addressing developmental needs
  • Promotes job satisfaction through a personal focus on the employee’s career and development goals
  • Increases visibility for high-quality work, which can lead to increased recognition and other benefits

For managers and supervisors:

  • Through regular feedback, managers and supervisors are able to identify high-quality work
  • Decreased conflict due to increased clarification of expectations
  • Increased accountability for employees through clarification of goals and expectations
  • Improved employee performance due to engaged and ongoing performance management

For the organization:

      • Increased productivity of employees and supervisors
      • Higher employee retention
      • Increased alignment between the employee’s goals and the organization’s goals


Employees Covered by the Performance Management Policy:

The policy of the School of Nursing is that every employee and supervisor participates in performance management and review procedures. The procedures for performance management differ for Faculty and IAS. 

  • Full or part-time Academic and University Staff employees with a defined or anticipated appointment greater than one year
  • Limited Appointees
  • All supervisors of Academic and University Staff employees, including Faculty and IAS

Note: The Academic Staff does NOT include Instructional Academic Staff (IAS). The IAS Annual Review procedures (EC policy #2.06.2) are to be followed for IAS employees and that process takes the place of the policy requirement. *EC policies and procedures (#02-001) are followed for probationary faculty. EC policies and procedures (#92-003) and (#94-001) are followed for faculty employees. 

 

Procedures for NEW Employees:

New Employee Performance Flow Chart

STEP 1: GOAL SETTING

Within the first 30 days of employment, supervisor and employee schedule a meeting to jointly discuss and develop goals and expectations for performance. This meeting is documented using the “Expectations & Goal Setting for New Employees” form. The “SMART Goal Template” may be used if assistance is needed in developing new goals. Both supervisor and employee sign and date the form when it was mutually discussed. A copy of the signed and completed form is given to the employee and the original form is given to the HR Manager within 1 week of after the conversation occurred.

STEP 2: INFORMAL CONVERSATIONS

Supervisors should regularly engage in informal conversations with the new employee about their duties, expectations and performance. These conversations should include feedback, coaching and support about work, needs and accomplishments. Acceptable ways to conduct these conversations include written (emails, memo, letter, etc.), face-to-face (informal check-ins or schedules meetings), and audio/electronic (over the phone, Skype, FaceTime, etc.).

STEP 3: MID-POINT CONVERSATION

Supervisor conducts a feedback and coaching conversation approximately midway through a new employee’s probationary period. The employee brings their initial “Expectations & Goal Setting for New Employees” form from their goal setting meeting. Supervisor will discuss whether they are meeting job expectations, goals, and other feedback with their employee. This meeting should be documented using the “Mid-Point Conversation” form. Both supervisor and employee sign and date the form when it was mutually discussed. A copy of signed and completed form needs is given to the employee and the original form is given to the HR Manager within 1 week of after the conversation occurred.

STEP 4: SUMMARY EVALUATION

Supervisor and employee schedule a meeting at the conclusion of the employee’s probationary period to discuss and evaluate the employee’s performance, goals and expectations. Both supervisor and employee should be prepared to discuss their respective sections of the “Summary Evaluation Review” form. Use the “SMART Goal Template” if assistance is needed in developing new goals. Supervisor and employee sign and date the form when completed. A copy of signed and completed form is given to the employee and the original form to the HR Manager within 1 week of after the conversation occurred.


Procedure for CURRENT Employees:

 Current Employee Performance Review Flow Chart

STEP 1: GOAL SETTING & SUMMARY EVALUATION (notifications sent in November to be completed by January 31st of each year)**

Supervisor and employee schedule a meeting at the end of the performance management yearly cycle to discuss the previous year’s goals, set new goals for the upcoming year, and complete a summary evaluation of the previous year’s performance. Both supervisor and employee should be prepared to discuss their respective sections of the “Summary Evaluation Review” form. Use the “SMART Goal Template” if assistance is needed in developing goals. Supervisor and employee sign and date the form when it was mutually discussed. A copy of the signed and completed form is given to the employee and the original form is given to the HR Manager within 1 week of after the conversation occurred.

STEP 2: INFORMAL CONVERSATIONS

The supervisor should regularly engage in informal conversations with the new employee about their duties, expectations and performance. These conversations should include feedback, coaching and support about work, needs and accomplishments. Acceptable ways to conduct these conversations include written (emails, memo, letter, etc.), face-to-face (informal check-ins or schedules meetings), and audio/electronic (over the phone, Skype, FaceTime, etc).

STEP 3: MID-POINT CONVERSATION (notifications sent in April to be completed by July 31st of each year)**

Supervisor conducts a feedback and coaching conversation approximately midway through the performance management yearly cycle. The employee brings their goals documentation to the meeting to use as a reference. The supervisor discusses with the employee the extent to which they are meeting job expectations and goals and provides other feedback. This meeting is documented using the “Mid-Point Conversation” form. Both supervisor and employee sign and date the form when it was mutually discussed. A copy of the signed and completed form is given to the employee and the original form is given to the HR Manager within 1 week of after the conversation occurred.

*All IAS review process documentation has been submitted, reviewed, and approved by OHR to meet the intent of the policy.

**Reminder: If you require a different performance management cycle, please discuss with HR Manager.

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