Performance Management Working Group

The performance management process in the FAS should be focused on the continual growth and development of each employee. As such, the process should empower an ongoing dialogue between managers and staff that includes setting clear expectations; providing specific, honest, productive, and timely feedback through regular coaching conversations; and discussing career development goals and opportunities. In the context of an authentic relationship and psychologically safe work environment, these regular conversations between staff and their managers set the foundation for employee empowerment, accountability, recognition, and career development. 

Operationalize performance management so FAS managers and employees can engage in a regular, measurable cadence of ongoing coaching conversations in a healthy and productive work environment. 

• An ongoing performance management process that focuses on the growth of our employees and their careers and professional development that also supports the mission of the department and the FAS as a whole. 
• Develop a helpful, flexible, and sustainable performance management process in PeopleSoft (or elsewhere) for all employees.
• Guide managers to become coaching managers by providing training and resources that recognize that ongoing performance management is essential to their role.
• Develop and maintain a culture in which individual contributors and managers understand the expectations around the performance management process and are given the time and resources to perform this work.  

• FAS Leadership: Liaise with ad deans and faculty managers to learn how best to support and guide them in this process​
• Employee Development: Develop a list of topics, best practices, guides and training for individual contributors and manager training
• Performance Management System: Liaise with HHR, HUIT, FAS to implement performance system changes that support FAS culture​
• Pay-for-Performance: Consider how best to align our non-union compensation practices with our performance management culture​
• Communications: Develop communications strategy and planning​