Two specific changes regarding annual performance reviews for Professional and Scientific staff are being made to better recognize and reward job performance when determining July 1 salary increases. Information about these changes are identified as “NEW” or "UPDATED" on this site.
Performance Management is an important component of the supervisor/staff member relationship. Successfully managing performance mutually benefits the individual, the department or unit, and the university as a whole. The individual benefits from success in the development of their position and/or career aspirations. Similarly, the department and the university benefit through the achievement of goals.
Many think of performance management as the act of having a formal, annual discussion about performance – sometimes referred to as a performance review or annual review. In reality, performance management is an ongoing process with shared responsibility that begins with the initial hiring process and orientation, and continues throughout employment. There is still a performance review discussion, though, which can be used to review progress made during the previous year, and set goals for the next. To be sure this discussion begins on solid ground, it is important that all university employees be aware of the expectations of their position and how they will be evaluated.
There are many compelling ways that your contribution to successfully managing performance can have impact. For the individual, it can result in higher morale and creativity, as well as improved health. For the department/university, outcomes can include improved productivity, better products or services, and even greater achievement of department/university goals.
Training for Supervisors of P&S Staff
There are several changes occurring in P&S performance reviews for 2013. Below are four training modules that can be viewed as needed.
Several resources are available to supervisors and staff members to assist you with your role in performance management.
A range of topics are covered through UI Learning & Developments classes and series, including communicating for performance, providing feedback, and even the processes that reinforce and provide the foundation for managing performance at The University of Iowa. Some of those classes/series include:
The Learning Opportunities Guide Online also offers a current listing of all Learning and Development courses.
Myquickcoach is an online resource filled with videos, articles and PDFs. Search this helpful resource for topics such as performance, coaching, career development, leadership, motivation and employee engagement.
The Resource Center offers books, videos, CD-ROM programs, and audio-books for checkout. Use the search engine to locate available resources using key words such as: Performance Management, Performance Consulting, and Performance Review.
Supervisors who would like help on how to appropriately conduct a performance review or give performance feedback may email Sean Hesler, Organizational Effectiveness.
If the employee is P&S non-bargaining, the Performance Improvement Plan should be written in a goal plan within My UI Career in Employee Self Service.
In Self Service, the date of the last performance review, as well as the name of the reviewer, can be found. A field for the performance descriptor information has been added. The HR representative is responsible to keep that information current and to ensure that an annual performance review is occurring. Access is limited to only those with appropriate security.