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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. 

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


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No.Document TitleIDUpdatedHits
1 Performance Management Program For University Staff & Academic Staff (Non IAS) [Campus login required]
753372017-11-060
2 Performance Management: Current Employees
780222017-11-0657
3 Performance Management: New Employees
780212017-11-0662


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