The performance management cycle for University Staff employees runs from February 1- January 31; and the cycle for Classified employees runs from April 1- March 31. Consistent with those timelines, supervisors and their employees need to be participating in formal “Coaching” or feedback sessions at the mid-point of the cycles.
The coaching discussion is a formal conversation during which supervisors and employees discuss performance as it relates to the goals and core competencies outlined in the employee's performance plan.
When working with your employees on their formal coaching sessions, consider the following:
- Discuss the employee's performance for the entire cycle up to this point.
- Discuss any notes you have kept up to this point regarding the employee's performance; including any disciplinary communications/actions.
- Discuss and revise all goals within a performance plan to ensure the content, measurement method, tasks and targets, weights, and timeframe are still SMART. Are they still Specific, Measurable, Attainable, Relevant, Time bound? And if not, what edits should be made to make them SMART? Do timeframes need to change, or does the direct report need additional training or additional resources?
- Remember, performance plans are not static, they are meant to be altered and changed throughout the cycle year, depending on situational factors that change (IE…perhaps funding changes, an employee goes on FMLA, changes to strategic visioning or goals, etc.).
- Does the plan help align an employee’s work and campus resources to clearly defined institutional aspirations and imperatives (Goals)? If not, what edits need to be made to make it so?
- Does the plan establish clear expectations between employees and supervisors around work, professional development, and career growth opportunities? If not, what edits need to be made? Can clear deadlines, measurement factors, behavioral expectations be added?
- Does the plan reinforce organizational values by placing appropriate emphasis on competencies? (Please note that an additional competency has been added to the performance planning form in support of Inclusive Excellence). Competencies are a great way to measure the “soft skills” that are imperative for a professional and successful work environment. Be clear and specific about the behaviors and communication styles that are expected.
For tips regarding supporting and developing employee learning and training in a virtual setting, as well as the most current Boulder campus Performance Management Program forms and user guides, please visit the Human Resources website.