For employees to deliver their best performance, they need a clear description of what is expected of them. This should be outlined through the performance program process where duties and behaviors are specified in greater detail than in the job description. The program, and employee development plans, should then be used to evaluate their performance at the end of the annual cycle.
Supervisors can develop their own ability to manage employees' performance by participating in a variety of performance management training oppportunities.
An employee's performance program clarifies expectations for job responsibilities and corresponding competencies. The program should outline specific behaviors related to each competency and job responsibility. A performance program should be developed when a person is hired or has a change in supervisor. Because performance management is an ongoing process, the program should be revisited throughout the year and adjusted as priorities and goals shift. On an annual basis, the program should be used to complete the performance evaluation.
Select the template for your employee based on his or her UB affiliation (state or Research Foundation) and group. Download and use it to create a custom program.
Competencies define what great performance looks like. Specifying which competencies are most valued by the team or unit can guide employees' performance and help them to be successful in their job. Each competency in this library has definitions and a table of common behaviors at three proficiency levels. Supervisors can use this resource to help them specifically describe the desired behaviors for each competency they identify as important for their team.
The performance evaluation occurs after you have collected information about the employee's performance and drafted a performance evaluation document. The meeting is typically the final step of the appraisal process where you review the employee's performance in relation to the established program. Three factors consistently contribute to effective evaluations:
Select the template for your employee based on his or her UB affiliation (state or Research Foundation) and group. Download and use it to write a performance evaluation (appraisal).
The probationary period is the final and perhaps most critical step in the selection process. It is intended to provide an opportunity to evaluate an employee on the knowledge, skills and ability (as demonstrated by the employee’s conduct and performance) not evaluated by other parts of the selection process.
Send a probationary completion letter to the employee.
If the conduct or performance of a probationer is not satisfactory:
Take advantage of a rich catalog of training and development opportunities to assist your staff to grow in their jobs or ask for guidance from UB's expert training staff.