Procedures
The six steps in the Performance Management Process are:
- Outline major job duties
- What does a good job look like?
- Need to be:
- Observable
- Measurable
- Specific
- Meaningful
- Realistic
- Consistent
- Ideally, this is done throughout the year
- This should be done on an on-going basis, not waiting until the end of the year performance discussion
- If all goes well, the end of the year performance discussion should only take about 10-15 minutes and there should be no surprises. Evaluate Job Performance also ideally done throughout the year
- Also ideally done throughout the year
- Includes areas of strength as well as challenges/improvements that need to be made
- Relates to the previous year's performance
- Celebrating successes for the previous year
- Discuss continuing/new goals for the coming year
- There should be no surprises at this point in the process
Indiana University supports a performance management program for its exempt and non-exempt staff. Evaluations are not simply another form to complete, but an opportunity for supervisors to celebrate the successes of their staff, to recognize them for stellar performance, to help them accomplish goals and our campus strategic mission, and also to identify opportunities for development.
Our performance management program includes:
- Timely and effective feedback - to enhance two-way communication regarding all aspects of job performance
- Goal and objective setting - to clarify job expectations and performance standards
- Development - to plan, discuss and implement professional development
Performance Rating Guidelines for Exempt Staff
Please note: These attributes below will be used as a general guideline for supervisors with a preponderance placed on attributes A through G.
- Impact: Individual has created, developed, or led initiatives that would be considered transformative work, aligned with strategic plan of IU Kokomo.
- Overall Work: Individual’s work consistently EXCEEDS expectations. Individual does more than asked frequently, provides quality work, and is extremely effective in his/her position.
- Departmental impact: Your department/unit is fundamentally better as a result of this individual’s contributions.
- Goals: Individual achieved ALL of the goals listed on previous year’s performance review and the results EXCEEDED your expectations.
- Leadership: Individual is often observed demonstrating exceptional leadership (to reports and/or peers) and is a role model for others on campus or within department/unit. If individual is a supervisor, he/she is respected and appreciated by team for demonstrating exemplary leadership.
- Competence/Expertise: Peers and others seek this individual’s guidance, opinions, or knowledge regarding his/her subject area or expertise.
- Performance Record: Individual has not been counseled or part of any corrective action process within the calendar year. Individual has not had a performance improvement plan implemented within the calendar year. Individual has no known/observed violations of policy. Individual is dependable and consistent with exceptional performance, accountability, and results.
- Problem-Solving: Individual is consistently pragmatic and solutions-oriented, demonstrating continuous improvement in his/her functional area, as well as in regards to all of IU Kokomo. You are able to identify examples of this person improving a process or proposing viable solutions to issues/problems.
- Culture: Individual is observed treating everyone with civility, respect, leading by example, and contributing/participating in campus-wide committees, activities, events, etc. Individual is engaged in campus-wide change initiatives.
- Integrity: Individual demonstrates the utmost integrity in all decisions and prioritizes the needs of the campus over his/her self-interests and departmental interests. Individual acts in an ethical manner at all times.
- Impact: Individual has NOT created, developed, or led initiatives that would be considered transformative work, aligned with strategic plan of IU Kokomo.
- Overall Work: Individual is a consistent performer, MEETING your expectations and accomplishing goals/tasks as assigned.
- Departmental impact: Individual is a solid contributor on your team.
- Goals: Individual achieved some or all of the goals listed on previous year’s performance review. Results did not consistently EXCEED your expectations.
- Leadership: Individual is occasionally observed demonstrating moderate to strong leadership (to reports and/or peers).
- Competence/Expertise: Individual demonstrates solid knowledge in area of expertise.
- Performance Record: Individual is not currently suspended due to any corrective action process within the calendar year. Individual is not currently on a performance improvement plan.
- Problem-Solving: Individual is occasionally pragmatic and solutions-oriented.
- Culture: Individual establishes strong working relationships throughout the organization.
- Integrity: Individual demonstrates the utmost integrity in all decisions and prioritizes the needs of the campus over his/her self-interests and departmental interests. Individual acts in an ethical manner at all times.
- Impact: Individual has NOT created, developed, or led initiatives that would be considered transformative work, aligned with strategic plan of IU Kokomo.
- Overall Work: Individual performance does NOT MEET your expectations in some areas in regards to quality, timing, or results.
- Departmental impact: Individual’s inconsistent work/performance at times affects productivity/efficiency for department or other departments on campus.
- Goals: Individual is inconsistent with follow-through, did not achieve goals established.
- Leadership: This individual is at times unwilling or reluctant to take additional responsibility to achieve performance goals, assist others within department/unit, or improve own performance.
- Competence/Expertise: Supervisor has spoken with this individual previously regarding performance areas requiring improvement, and supervisor has consulted with Human Resources regarding performance concerns as well.
- Performance Record/Other: Supervisor has concerns regarding this individual’s attendance (excluding legally protected leaves/injuries); communication; integrity; and/or compliance with IU policies/procedures. Supervisor has consulted with Human Resources and addressed concerns with employee this calendar year.
- Problem-Solving: Individual is not pragmatic or solutions-oriented.
- Culture: Individual sometimes has difficulty in establishing collaborative relationships, and at times does not treat others with civility and respect.
- Integrity: See attribute g, “Performance Record/Other.”
Performance Rating Guidelines for Non-Exempt Staff
Please note: These attributes below will be used as a general guideline for supervisors with a preponderance placed on attributes A through G.
- Overall Work: Individual’s work consistently EXCEEDS expectations. Individual does more than asked frequently, provides quality work, and is extremely effective in his/her position.
- Departmental impact: Your department/unit is fundamentally better as a result of this individual’s contributions.
- Competence/Expertise: Individual knows his/her job and responsibilities well, and completes all work in a timely manner with few mistakes. Completed work often exceeds expectations. Individual is proactive in identifying issues or problems, takes accountability in his/her role, and consistently models competence/expertise in role. Individual completes his/her role with minimal mistakes, and mistakes are corrected after they are addressed by supervisor.
- Leadership: Individual is considered a leader/role model/mentor for others on campus with a similar role, and is involved in a campus or departmental committee/task force/initiative (and may have a leadership role).
- Goals: Individual achieved ALL of the goals listed on previous year’s performance review and the results EXCEEDED your expectations.
- Performance Record: Individual has not been counseled or part of any corrective action process within the calendar year. Individual has not had a performance improvement plan implemented within the calendar year. Individual has no known/observed violations of policy. Individual is dependable and consistent with exceptional performance, accountability, and results.
- Problem-Solving: Individual is consistently pragmatic and solutions-oriented, demonstrating continuous improvement in his/her functional area, as well as in regards to all of IU Kokomo. You are able to identify examples of this person improving a process or proposing viable solutions to issues/problems.
- Other: Individual’s written/spoken communication EXCEEDS expectations if it is a duty/responsibility of his/her role (i.e., administrative assistant); individual requires little to no supervision; individual is consistently trying to improve in personal development and departmental excellence.
- Culture: Individual is observed communicating and treating others with civility and respect at all times, leading by example, and contributing/participating/assisting colleagues with events, initiatives, committees, etc.
- Integrity: Individual demonstrates the utmost integrity in all decisions and prioritizes the needs of the campus over his/her self-interests and departmental interests. Individual acts in an ethical manner at all times.
- Overall Work: Individual is a consistent performer, meeting your expectations and accomplishing goals/tasks as assigned.
- Departmental Impact: Individual is a solid contributor on your team.
- Competence/Expertise: Individual knows his/her job and responsibilities well, and completes all work by the requested date. Completed work often meets expectations.
- Leadership: Not applicable
- Goals: Individual’s work/results MEET quality, quantity, and timing of goals established.
- Performance Record: Individual is not currently suspended due to any corrective action process within the calendar year. Individual is not currently on a performance improvement plan.
- Problem-Solving: Individual is occasionally pragmatic and solutions-oriented.
- Integrity: Individual demonstrates the utmost integrity in all decisions and prioritizes the needs of the campus over his/her self-interests and departmental interests. Individual acts in an ethical manner at all times.
- Other: Individual’s written/spoken communication MEETS expectations if it is a duty/responsibility of his/her role (i.e., administrative assistant); individual requires little to no supervision.
- Culture: Individual establishes strong working relationships throughout the organization.
- Overall Work: Individual performance does NOT MEET your expectations in some areas in regards to quality, timing, or results.
- Departmental impact: Individual’s inconsistent work/performance at times affects productivity/efficiency for department or other departments on campus.
- Competence/Expertise: Supervisor has spoken with this individual and consulted with Human Resources previously regarding performance areas requiring improvement. Individual does not complete assigned work or responsibilities. When performance is addressed, individual does not make any attempts to improve performance.
- Leadership: This individual is at times unwilling or reluctant to take additional responsibility to achieve performance goals, assist others within department/unit, or improve own performance.
- Goals: Individual is inconsistent with follow-through, did not achieve most goals established.
- Performance Record: Supervisor has concerns regarding this individual’s attendance (excluding legally protected leaves/injuries); communication; integrity; and/or compliance with IU policies/procedures. Supervisor has consulted with Human Resources and addressed concerns with employee this calendar year.
- Problem-Solving: Individual is rarely pragmatic and solutions-oriented.
- Other: Individual’s written/spoken communication rarely meets expectations if it is a duty/responsibility of his/her role (i.e., administrative assistant); individual requires extensive supervision and direction.
- Culture: Individual sometimes has difficulty in establishing collaborative relationships, and at times does not treat others with civility and respect.
- Integrity: See attribute g, “Performance Record.”