Performance Management
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.
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.
The Performance Management Process
- At the beginning of the cycle, employees set goals/priorities in PeopleSoft.
- Managers and employees continue to have regular coaching conversations. This is the heart of the performance review process.
- At the end of the cycle, complete a self-assessment in PeopleSoft.
- Managers (virtually or in person) meet with individual employees for annual summary conversations. For annual summary conversations, 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?
- Managers document this conversation in PeopleSoft.
Performance Management in PeopleSoft
Using PeopleSoft
The performance management process, including goal setting and annual reviews, are 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 goals in to the Priorities tab. Use the Summary tab to write your self-assessment.
- For manager access: From the PeopleSoft dashboard, click on the Team Performance tile, and then on the staff member’s name.
Summary Conversations
While regular conversations are the heart of the performance review process, it's important for staff and managers to reflect on the past year, have an annual summary conversation, and document this conversation in PeopleSoft.
- At the end of the cycle, employees complete a self-assessment. Clicking 'Start Sharing' shares this content with the manager. 'Stop Sharing' will stop sharing content between the employee and manager.
- Managers and employees meet to discuss the employee's work over the last year in the annual summary conversation.
- Managers document this conversation in PeopleSoft and assign a final year-end performance rating for each employee.
- Managers should click 'Complete Annual,' which shares the manager's comments and rating with the employee. No changes can be made after this.
- Employees should review the comments and rating and click 'Acknowledge.'
Performance Management Ratings
Take a moment to read through the ratings definitions and guidance or watch the 2-minute-long PM Microlearning video on ratings so you can better understand ratings as a tool in your annual performance evaluation and conversation.