Performance Management is one of the most important leadership responsibilities for managers. The work plan establishes goals for employees to achieve during the work cycle. The interim and annual performance appraisal process provides a structured forum to provide constructive feedback and/or observations to direct reports in regards to their respective work performance during the current appraisal cycle. This process also provides an important opportunity for a manager and employee to:
- recognize accomplishments and/or identify developmental needs;
- promote greater understanding of current and/or future goals (University, departmental, work unit), as well as, their specific role in facilitating achievement of these objectives; and
- discuss skills development/enhancement opportunities to encourage continuous learning and to enable career growth.
The performance cycle for SHRA employees ends on March 31. SHRA final appraisals may be conducted March 1-April 30. Ratings and comments with final signatures must be submitted to Human Resources no later than May 15.
The performance cycle for EHRA employees ends on April 30. EHRA final appraisals may be conducted April 1-May 31. Ratings and comments with final signatures must be submitted to Human Resources no later than June 15.
For more information on how to write effective performance goals, review the Developing Clear and Measurable Performance Expectations document by clicking the Performance Expectations link under “PMP Resources”.