Performance Communication Process

Effective performance feedback is critical to the success of the University and the individual employee. A strong performance communication process:

• helps employees improve what they do and how they do it, enabling them to give greater support to the goals of their department and the University;
• fosters an environment of continuous feedback and professional growth;
• creates a shared understanding of the skills and abilities or the demonstrated "knowhow" necessary to be successful on the job;
• gives employees the opportunity to access their own performance and describe their contributions; and
• provides employees with an action plan to develop the skills and behaviors that will ensure their success and the success of the unit.

The Performance Communication process is divided into three parts:

1. Performance Planning: the beginning of the cycle
• Meet with the employee and establish performance objectives
• Identify key responsibilities; align with unit objectives
• Create a shared understanding of the Skills for Success
2. Performance Progress Meetings: throughout the cycle
• Monitor progress on key responsibilities and execution of Skills for Success
• Conduct progress meetings and coaching discussions
• Document what was discussed and agreed to
3. Performance Evaluation: the end of the cycle
   • Prepare to meet with the employee by reviewing the employee’s self-evaluation
   • Complete the performance evaluation
   • Summarize the employee’s accomplishments and development areas
   • Review performance evaluation with the employee
   • Discuss strengths and developmental needs and agree upon individual development plans

Click the links to the right to access the Performance Communication materials.