Exempt Performance Management
Set
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In order to help employees channel their efforts toward achieving institutional and department objectives supervisors are required to set expectations. It is critical that supervisors engage employees in the goal setting process, which generally occurs at the beginning of the process (e.g. March and revisited again in August) or when a new employee is hired. Doing so clarifies what the employee will be evaluated on and sets the stage for ongoing feedback and coaching throughout the year. Simply stated, it helps employees understand the goals of the university and/or department, what needs to be done, why it needs to be done, and how well it should be done.
Performance expectations should be specific, measurable, actionable, realistic and time bound. By establishing expectations, employees are held accountable for assignments or responsibilities. Employee expectations should be flexible in that they can be adjusted for changing department and/or university goals and work requirements. When used effectively, these documented expectations can be beneficial working documents that are discussed often and not merely paperwork filed in a drawer and seen only when it becomes time to conduct the annual performance review.
