FAQs: Creating new performance plans
Performance plans for university staff for the 2020-2021 year are due on May 1. Please review these frequently asked questions to help you prepare your performance plans.
There is no ideal number. Goals should be constructed in a conversation between the supervisor and employee when creating the performance plan. Some employees will have more goals than others. The number will ultimately depend on each employee’s role, what they are hired to do and what stretch goals they hope to accomplish.
All university staff have the same core competencies:
- Integrity/Responsibility/Ethics
- Inclusive Excellence
- Innovation
- Collaboration
- Communication
Classified staff have their own set:
- Communication
- Interpersonal Skills
- Accountability
- Job Knowledge
- Customer Service
This will vary between employees. Some employees will have different goals each year, like specific projects that have a definite end date. Operational staff might have job duties and tasks that rarely change or do not change at all.
When creating a task in Cornerstone, there is a drop down menu labelled TYPE that will allow you to choose between a “competency”, “goal” or a “job duty”.
Some employees will require more oversight than others will. It’s recommended for supervisors to have frequent 1:1’s with all employees. These “check-ins” could be weekly, bi-monthly or monthly depending on level of guidance the employee needs.
You can reach out to the SA HR contact for your department or Employee Learning and Development with questions.