Performance management is a process based on a common, consistent set of practices rooted in science and proven methodology. It provides for an opportunity to focus on what really matters through regular conversations about goals, successes, and development needs.
Managers should be providing continuous feedback to employees — positive and constructive — through regular check-ins to set SIMple goals and discuss progress on them.
Annual evaluations are the culmination of these regular check-ins so employees know where they stand with respect to performance expectations, receive an overall performance rating for any merit increase determinations, and continue to set goals and map out experiences to support development and achieve career objectives.
The annual performance evaluation period for SPH staff is April 1, 2024 – February 28, 2025 and will be March 1 to February 28 thereafter. This is an important opportunity for supervisors to recognize accomplishments and progress, show appreciation for contributions, and set goals for next year.
Addressing Diversity, Equity and Inclusion as Part of Annual Staff Performance:
Since introducing the advancement of diversity, equity and inclusion (DEI) into staff annual performance review discussions in 2019-20, the school has adopted a Strategic Plan for Antiracism (SPAR) to actively make diversity, equity, inclusion, justice, and antiracism central to our mission and work. Closely reviewing SPAR and setting individual performance goals aligned with the plan helps each of us play an active role in achieving the change we seek.
Here are prompts supervisors can use to discuss DEI-related goals:
- What are your goals for this next year to gain new knowledge or insights in the areas of diversity, equity, inclusion, justice, and antiracism?
- How will this increased awareness or knowledge impact your work and become integrated in what you do in your job on a regular basis?
- What specific contributions will you make to diversity, equity, inclusion, justice, and antiracism efforts within the university, school, division, or unit and those we work with?
Here is a simple prompt to spark a conversation to understand and ensure progress on achieving goals:
- How can I as your supervisor support you in setting and attaining these goals?
Key dates for the 2024 – 2025 performance evaluation process
- March 1: Staff performance appraisals are initiated. Look for an email from performanceappraisal@umn.edu.
- Fri. March 14: Staff input due.
- Fri. March 28: Supervisor portion of the evaluation(s) due.
- Fri. April 11: HR approvals due.
- Wed. April 30: Supervisor/employee annual performance review conversations due.
- Mon. June 16: Pay increases become effective (contingent on Board of Regents approval).
- Wed. July 9: Merit increases reflected on paycheck.*
*Professional & Academic and Civil Service employees must complete the “employee input” section to be eligible/receive a merit increase. Labor Represented employees’ pay is governed by their contracts.
Simplifying Staff Annual Performance Appraisals
In 2019, SPH joined the University of Minnesota movement towards an intentional talent philosophy to retain (and hire) top talent, increase engagement and productivity, develop employees, reward excellence/innovation and reduce turnover.
- We shifted the spotlight from the performance appraisal form itself to the performance conversation – recognized that the appraisal form was simply an avenue to collect and record the conversation
- We promoted a culture of performance conversations throughout the year rather than a singular performance conversation once a year
- We focused on the aspects of performance that matter most
- Achievements – setting and progressing towards goals impacting our mission
Our primary goal is to support supervisors in effectively managing performance of their direct reports. This simplified appraisal process set SPH supervisors up to be more effective in working with their employees in setting meaningful performance goals aligned with individual/team/unit/school objectives, progressing towards those goals, and evaluating successes.
While the development of supervisory skills is our primary focus, we also will support employees in their skills development so that they are engaged and confident in setting and achieving meaningful work goals to support their personal development and performance.
Development Objectives
Supervisory and employee skill development for effective performance management around these key areas:
- Meaningful goal setting:
- Results
- Behaviors
- Ongoing development
- Effective regular check-ins (check on progress towards goals & revise as needed)
- Feedback
- Coaching
- Accountability and progress
- Constructive evaluation:
- Experiences
- Successes
- Continuing development needs
Performance Appraisal Tool (PAT)
The Performance Appraisal Tool (PAT) system is used within the school to conduct performance evaluations of labor-represented, civil service, and P&A staff.
- Navigating PAT for Employees (new video)
- Navigating PAT for Supervisors (new video)
