Performance Management Resources
Overview
Job Descriptions and standards outline the required skills and responsibilities of the role and serve as a reference point to assess an employee's performance and provide constructive feedback. Clear job descriptions make it easier to identify areas of strength and areas for improvement, enabling effective performance management. Supervisors should review the job descriptions with a new employee during the initial days in their role, during the evaluation cycle, and when significant changes have been made.
Supervisors must evaluate the employee’s performance during the probationary period. Probationary periods vary by employee group. It is time to ensure that their resume conforms to their actual skills and abilities. During the probationary period, employees have not earned regular status. Contact Employee & Labor Relations if you have concerns.
Providing continuous feedback and coaching to employees can develop and improve work, and/or correct poor performance. Leaders who deliver timely and constructive performance feedback have more engaged and productive employees.
Annual appraisals are one component of total performance management. This formal process provides an opportunity to highlight and document employee contributions and accomplishments, discuss opportunities, and career aspirations
Job Descriptions and Standards
Job descriptions/Management Position Questionnaires (MPQ) are created and kept within the department. A signed copy should be sent to Human Resources for the employee’s official personnel file. Contact us at hrs@wcupa.edu with questions.
AFSCME, POA & SPFPA, OPEIU
SCUPA
Nonrepresented
The Probationary Period
The probationary period varies by employee group:
- Nonrepresented employees = Six (6) months
- AFSCME = 180 days
- SCUPA = 12 months
- POA = 365 days
- SPFPA = 365 days
- OPEIU = Six (6) months
- APSCUF Faculty = Until Tenured
- APSCUF Coaches = First five (5) years prior to rollover contract
AFSCME, POA & SPFPA, OPEIU
- The Employee Performance Review form is used for the probationary performance evaluation.
SCUPA
Nonrepresented
Feedback and Coaching
Clear, collaborative, and productive conversations between employees and managers are the foundation of performance management. To be effective, feedback needs to be timely and specific, descriptive, and constructive. It takes effort and practice to deliver and receive productive and constructive feedback. All employees need feedback to continue, correct, or improve performance.
Coaching helps build a shared understanding of priorities, objectives, and needed improvement and development.
Appraisal Timeline
AFSCME, POA & SPFPA, OPEIU, and NONREPRESENTED
- Employees who have successfully completed their probationary period are evaluated at the end of each fiscal year.
APSCUF Faculty and Coaches
- Please refer to the “Performance Review and Evaluation of Faculty” section of the appropriate CBA.
Appraisal Form and Performance Dashboard
AFSCME, POA & SPFPA, OPEIU
- The Employee Performance Review form is used for the annual performance evaluation.
SCUPA
- The SUA Evaluation form is used for the annual performance evaluation.
NONREPRESENTED
- Nonrepresented individuals can access the Management Performance Dashboard to set goals, complete self appraisals, and complete other managers’ appraisals (if applicable).