Performance Management - Staff
The University values the contributions of all employees and strives to provide an environment where those contributions can be acknowledged. To that end, regular and open communication between employees and supervisors is required to provide the necessary information and tools to ensure that each employee has the opportunity for success on the job.
Performance Review Process
The University expects a high level of performance, professionalism, and accountability from each administrative and staff member. Communication between a manager and employee regarding performance-related issues should occur on a regular basis and a formal performance review, including a plan for employee development, should be conducted annually. More
Coaching and Counseling
Employees are encouraged to ask questions and request guidance from their supervisors whenever needed, and, through coaching, supervisors are encouraged to provide regular feedback to employees on their performance and on their continued development. When performance falls below expectations, supervisors may use a more formal counseling approach to address the performance issue(s). Counseling should be documented in writing and kept in the supervisor’s files for future reference. More
Corrective Action
When coaching, counseling, and development plans fail to assist an employee in achieving the expected level of performance, or when behavior or conduct is severe enough to require immediate corrective action, the University follows a policy of progressive discipline.
