Performance Management Frequently Asked Questions by M&P staff
The performance management process is a mechanism by which employees can understand what is expected of them in their jobs and how their performance relates to the success of the unit and the university. It provides for regular communication between managers and employees to assess job performance and to help the employee develop skills that are critical to effective performance in the current or future job.
Every organization needs to achieve certain goals to be successful. With a performance management process, Yale can monitor progress toward achieving its goals and pinpoint the work and activities that were most important in achieving or not achieving them. This knowledge can be used by the organization to redefine goals or to set new ones, and to keep building on the successes achieved.
Managers must set clearly defined, measurable, realistic and time-framed goals with input from their employees. On a regular basis, managers must provide an objective evaluation of the work of each employee that fairly assesses the employee’s success in demonstrating skills and achieving goals. When an employee fails to meet expectations, the manager must explain why, provide coaching and help the employee create a plan of training and development to help the employee be effective in his/her job.
Yes, the overall performance rating an M&P receives was tied to a merit increase and a pay for performance philosophy.
Only the employees, their managers, and University officials with a business need, e.g. HR Business Partner, will have access to the performance management form/employee record.
If you do not agree with your manager’s rating, you have several options. You can fill out the comments section of the performance management form. You can have a constructive dialogue with your direct manager to discuss the disagreement – often the disagreement ends once a more clearly articulated discussion between a manager and employee takes place. If a discussion with your manager does not end the disagreement and you feel you need to, then speak with your manager’s manager and/or your HR Business Partner.
Yes, there is a difference. Performance goals are the results you wish to achieve within your current position and development plans target how you want to grow and develop professionally. The university’s Human Resources Organizational Effectiveness department has created an Individual Development Plan process and tools to help employees and managers assure that every employee has a plan in place to encourage their growth and development.
Yes. Before filling out your self-assessment, review your performance objectives for the year with your manager.