Performance management provides FAS staff and managers dedicated time to reflect on progress, clarify expectations, and discuss priorities and potential career paths. Performance management is intended to foster staff member’s individual success, to engage managers in the development of their staff, and to support the priorities and goals of the FAS.
As in previous years, performance management is comprised of two basic parts:
The What: Continuous coaching conversations throughout the year
The How: Tracking of highlights of continuing conversations, to set priorities and goals, and summarizing themes at the end of the academic year.
Due to COVID-19, most FAS employees are now working remotely, many for the first time. But communication between managers and staff members is more important than ever in this changing work enviroment. Here are some things to keep in mind as you manage performance from a distance:
- Continue to have regular check-ins. Communication is more important than ever as we get used to a remote work environment. Maintain regular contact with your staff members via Zoom, email, Microsoft Teams, or other resources that work for your team. Regular contact will help you address any new problems that arise and to manage any recurring issues.
- (Re)set expectations. COVID-19 could have dramatically changed your staff members’ professional goals and plans for the year. Clearly communication any new expectations you have for your employees. There shouldn’t be any surprises during the annual summary conversation. Tools like Microsoft Teams can help managers and staff members keep track of projects and maintain accountability.
- Find Opportunities. While managing and working during COVID-19 has added unexpected stresses, it can also be a chance to find creative solutions and innovative ways of doing business.
More resources on managing performance remotely can be found here.
Annual Performance Reviews
The annual review process is the same as it has been the last few years:
- Managers and employees will continue to have regular coaching conversations.
- Employees will complete a self-assessment in PeopleSoft.
- Managers will (virtually) meet with individual employees for annual summary conversations.
- Managers will document this conversation in Peoplesoft.
Between now and the end of the summer, managers should set aside some time to have one-on-one conversations with each of their employees about their work over the past year. What worked? What could be improved? How can staff members develop in their current role and in their career? What kinds of things do they want to accomplish over the next year?
As in previous years, the performance management process, including goal setting and annual reviews, will be documented in PeopleSoft. To access performance management materials in PeopleSoft:
- For staff access: From the PeopleSoft dashboard, click on the My Performance tile, and then select "Annual Review." Click on the different tabs--Instructions, Priorities, Ongoing Conversation, Summary, Competencies, and Feedback--to familiarize yourself with the available options. Enter your FY20 goals in to the Priorities tab.
- For manager access: From the PeopleSoft dashboard, click on the Team Performance tile, and then on the staff member’s name.
More information about performance management in PeopleSoft is available in the FAQs.
- Resources for Managers and Staff, including webinars, guides, online resources, and more.
- Frequently Asked Questions, including information on assessment descriptions, sharing in PeopleSoft, and more.
We understand that you may need additional guidance about the performance review process. If you have questions or need more information, please reach out to your HR consultant.