As a manager, you will guide the performance process for your employees, working collaboratively to align expectations, support development, and track progress toward achieving goals. Throughout the year you will engage your employees in regular check-ins, recalibrate and celebrate success.
Review your role in each phase of the process below:
- The planning process is meant to be a collaborative discussion between you and your employee to review performance expectations as they relate to job duties and competencies and to set mission aligned goals for the review period.
- Your role:
- Schedule a meeting with your employee.
- Review your expectations as they relate to job duties and competencies for the position.
- Work together to set clear and attainable goals that align with Rensselaer Forward and departmental initiatives while supporting professional growth. Goals should be Specific, Measurable, Achievable, Relevant, Timebound (SMART). In this step, you will enter goals into the PageUp Performance platform for tracking throughout the year.
- This meeting should result in the following outcomes:
- The employee should clearly understand their job duties and your expectations.
- They should know the competencies required to fulfill their role, why these competencies are important, resources available for development, and how they contribute to success.
- The employee should have clear, achievable goals that drive both RPI’s success and the employee’s growth.
- A clear understanding of when you’ll meet next to check in on progress.
- Check-ins are structured conversations between you and your employee to review progress, provide feedback, and address any challenges related to goals and performance expectations. There are three (3) check-in periods allotted throughout the year.
- Your role:
- Schedule a meeting with your employee during each check-in period. Consistency in holding these meetings is key to ensuring alignment and fostering ongoing development.
- Discussions should focus on progress toward duties, competencies, and goals, with clear expectations for continued progress.
- Below are some questions to consider asking your employee during these meetings:
- Are there any areas within your current job where you feel you could take on more or need additional support?
- Which skills or competencies have you strengthened the most, and where do you think there’s room for improvement? How can I support you with this?
- How are you progressing toward your current goals, and are there any obstacles preventing you from achieving them?
- Is there anything I can do better to support you?
- The annual evaluation summarizes the employee's performance based on job duties, competencies and progress towards goals for an overall performance rating for the review period.
- A collaborative conversation is held between managers and employees to review the employee's overall performance for the review period. This is a time to celebrate successes and chart a path forward.
- Your role:
- Assess your employee’s performance using established rating scales through the PageUp Performance platform. This phase should include gathering feedback from colleagues and others the employee interacts with regularly.
- The evaluation should comprehensively review the employee’s job performance over the entire year, focusing on their job duties, competencies, and progress toward goals.
- After you have completed your assessment through PageUp Performance, schedule a meeting with your employee. This discussion should be conducted in a private setting. Be ready to provide an in-depth review of the employee’s strengths and areas for improvement.
- Your employee will be provided with the following reflection questions prior to your discussion:
- What do you consider your most important accomplishments and contributions during this performance review period?
- What do you need to do to enhance your performance?
- What support do you need from your manager for further success?
- How have you applied your talents during the current rating period?
- What will you focus on during the next rating period?
Advantages of active engagement:
- Clearer Feedback: Employees receive direct, actionable insights on their strengths and areas for improvement.
- Enhanced Motivation: Constructive feedback and recognition boost employee morale and drive.
- Improved Goal Setting & Productivity: Managers help employees set realistic, aligned goals that promote career growth and enhance productivity.
- Fostering Development: Active involvement allows managers to identify skill gaps and provide development opportunities.
- Stronger Relationships: Regular engagement fosters trust and communication between managers and employees.
- Better Decision Making: Managers can make informed decisions regarding advancement opportunities or training needs based on a comprehensive understanding of performance.
