Performance Development

Philosophy

Performance development is the ongoing process between supervisor and employee of communicating and clarifying position responsibilities, priorities and performance expectations to guarantee mutual understanding and to enhance effectiveness in achieving the campus and departmental mission and goals. Whereas a performance appraisal is just one step, usually occurring on an annual basis, performance development is more holistic, involving greater communication efforts, using evaluation and feedback throughout the year. The process encourages a "coaching" style of management with frequent feedback. It also focuses on teamwork and adding value to the organization. Performance development improves performance and skill development, but is not tied to compensation or promotion in order to ensure that it is developmental as opposed to judgmental.


Objectives

  • Elicit and increase two-way communication between supervisor and employee
  • Clarify mission, goals, responsibilities, expectations, work assignments
  • Recognize quality performance and identify performance issues
  • Develop staff member's skills for current position as well as for future assignments or positions

Key Concepts

Performance development

  • is a process, not an event (coaching, feedback, communication);
  • is primarily a communication tool for clearer understanding;
  • is the establishing of position-specific critical duties for evaluation;
  • is establishment and communication of performance standards for each critical duty;
  • requires employee involvement;
  • provides for employee development;
  • may involve information from other supervisors, peers, customers.

Supervisor Responsibilities

  • Provide continuous coaching and feedback
  • Establish and communicate job responsibilities, performance standards, priorities and expectations
  • Monitor and document staff member's performance
  • Help identify skills and abilities of staff members for improved performance
  • Remove barriers for good performance
  • Accept responsibility for being a dynamic supervisor

Employee Responsibilities

  • Participate in identifying and defining job responsibilities and performance standards
  • Provide and receive feedback in a constructive manner
  • Accept responsibility for personal growth
  • Assess strengths and areas for improvement

REVISED - Performance Development Plan effective July 2006

PERFORMANCE REVIEW AND DEVELOPMENT PLAN
OVERVIEW

The Performance Development System is designed to be a reminder of what is expected of you as a staff member, to provide you with a clear understanding of how to be successful, and to provide regular feedback regarding your job performance and professional development.

  • The Performance Development System is a continuous and shared communication process between you and your supervisor that focuses on your individual development as a staff member. Your supervisor will act as a coach, helping you improve your performance. You will:
    • discuss your goals together;
    • assess your own performance and progress; and
    • identify and implement changes to improve performance.
  • Your obligation under the Performance Development System is to fulfill the primary functions of your job (see attached primary functions) and complete the goals that you and your supervisor establish for you and your unit in a manner that reflects high-quality service.
  • To help you understand what constitutes high-quality service for each primary function and each goal, performance standards have been established. Performance standards are the criteria that define high-quality performance.
  • The performance cycle begins each July 1, after you and your supervisor have discussed your performance and developed your specific goals for the year. To the extent possible, goals should be tied closely to the Strategic Objectives for Indiana University Southeast. The development of goals is a collaborative effort between you and your supervisor; development of specific strategies to achieve these goals will generally be your responsibility.
  • The Vice Chancellor, in the interest of gathering information, will periodically give staff the opportunity to give feedback on management performance as well.
  • At least semi-annually, you and your supervisor will review your progress and overall performance.

Performance Development Plan Forms:

For Bi-Weekly Staff PDF Word Document
For Professional Staff PDF Word Document
For Management/Supervisory Staff PDF Word Document
Expectations Development Worksheet PDF Word Document


The Performance Development Plans are provided as PDF forms which will allow users with the full version of Adobe Acrobat to complete and save the information. Users who have only Adobe Acrobat Reader will have to fill out and print the documents, they will not be able to save the files. The same files are also provided as Microsoft Word Documents.