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 March 1 to February 28. 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?

Important reminders

• All employees who are eligible to receive a merit increase must complete the employee input section by the established due date.
  • P&A / Civil Service employees: your annual increase is determined by your performance appraisal rating
  • Labor Represented employees: your annual increase is predetermined by the governing contract