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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

  • Performance 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

Campus News

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IU Southeast lands on “Best Schools for Your Buck” list

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IU Southeast holds record-breaking Champions Dinner

IU Southeast holds record-breaking Champions Dinner

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Retired IU Southeast professor Carl deGraaf creates endowment to honor late wife

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IU Southeast ranks 12th safest college campus in U.S.

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Five IU Southeast faculty awarded grants totaling $308,000

Five IU Southeast faculty awarded grants totaling $308,000

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IU Southeast welcomes new students on Induction Day

IU Southeast welcomes new students on Induction Day

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Indiana University Southeast welcomes students home

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IU Southeast now offering classes at Mid-America Science Park

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IU Southeast Hosts New Admitted Student Event

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IU Southeast names new deans

IU Southeast names new deans

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Judge Carlton and Sue Sanders honored at President’s Circle pinning ceremony

Judge Carlton and Sue Sanders honored at President’s Circle pinning ceremony

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IU Southeast students take home majority of collegiate awards at local Society of Professional Journalists banquet

IU Southeast students take home majority of collegiate awards at local Society of Professional Journalists banquet

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IU Southeast hosts aspiring high school entrepreneurs for a swim with sharks

IU Southeast hosts aspiring high school entrepreneurs for a swim with sharks

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New Report Lays Out Strategic Plan to End Homelessness in Southern Indiana Communities

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Donnelly Wears IU Southeast Jersey During Congressional Baseball Game

Donnelly Wears IU Southeast Jersey During Congressional Baseball Game

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IU Southeast graduate business programs to hold June open house

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