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Performance Management 2012
1
Session Agenda
 Shared Responsibility
 Performance Management Cycle
 Gonzaga’s Performance Review Process
2
Shared Responsibility
Shared Responsibility
 Establish clarity on job expectations, job
description and duties
 On-going communication
 Regular meetings
 Weekly email updates
 Project status reports
 Document year-round
4
Performance Management Cycle
1
Setting Goals & Expectations
•Define job criteria by which performance will be
measured based on job description
•Communicate expectations
•Rework objectives or performance standards, if
necessary
3
•Establish goals and objectives
2
Annual Performance Review
Performance Coaching
•GU Performance Review
•Give effective feedback
•Mistakes to Avoid
•Recognize area of development
•Behavior Based Statements
•Coach for better performance
•Document
5
Goal Statements
 Strategically aligned
 Objective in measurement
 SMART formula
(Specific, Measurable, Agreed upon, Relevant,
Timed)
 May be necessary to revise or eliminate certain
goals
 Objectives may change based on the
organization’s needs
6
Performance Management Cycle
1
Setting Goals & Expectations
•Define job criteria by which performance will be measured
based on job description
•Establish goals and objectives
•Communicate expectations
•Rework objectives or performance standards, if necessary
3
2
Annual Performance Review
Performance Coaching
•GU Performance Review
•Give effective feedback
•Mistakes to Avoid
•Recognize area of development
•Behavior Based Statements
•Coach for better performance
•Document
7
Performance Management Cycle
1
Setting Goals & Expectations
•Define job criteria by which performance will be
measured based on job description
•Establish goals and objectives
•Communicate expectations
3
•Rework objectives or performance standards, if
necessary
Annual Performance
Review
•GU Performance Review
•Mistakes to Avoid
•Behavior Based Statements
2
Performance Coaching
•Define coaching
•Give effective feedback
•Recognize area of development
•Coach for better performance
•Document
8
Performance Review Process
9
Performance Review Process
 Complete by first week of July
 Manager forwards to dept. head, dean, or area vice
president for signature
 Send original to HR
 Give copy to employee
 Manager to conduct on-going performance discussions
 Any employee concern regarding their review should
be addressed within their area vice president division
GU Performance Review Packet
 Overview document - compensation philosophy,
guidelines and annual review rating definitions
 Employee self-review document - contains self
assessment and employee goals
 Include any specific job criteria added to the review
 Annual performance review document performance and behavior criteria
11
Next Steps
Upcoming Trainings:
 Giving and Receiving Feedback
 Improving Time-Management & Organization
 Resolving Conflict
http://www.gonzaga.edu/gutraining
Performance Management PowerPoint, Self Reviews
and Review Forms are located at:
http://www.gonzaga.edu/hr
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Questions?