_{Planning and establishing performance objectives and goals involves both the employee and the supervisor. Similarly, the performance review is a collaborative meeting.}

Supervisor Roles & Responsibilities

Essential Elements of the Performance Review:

• A back-and-forth conversation between the employee and supervisor to discuss:
  • Short- and long-term goals, aspirations, development, etc.
  • How the employees work relates to the unit's objectives and overall success.
  • Resource needs and other support the employee needs from the supervisor.
• A review last year’s performance (or since the last performance review conversation).
• Setting goals for the upcoming year

Supervisors are responsible for:

• Ensuring the employee is aware of the responsibilities including universal competencies and/or WE CARE values as they relate to their position;
• Helping the employee understand how their work aligns with unit goals and university/UI Health Care goals;
• Serving as a coach to the employee in establishing goals and supporting their achievement;
• Creating and sustaining a healthy, respectful, and productive work environment; and
• Ensuring that the performance review conversation takes place enough in advance of the performance review deadline to allow the employee to ask questions and clarify all aspects of the performance review document before the review is signed by the employee.

How to Prepare for the Meeting as a Supervisor:

• Set aside a dedicated time and place for a confidential face to face conversation.
• Ask the employee to reflect on the accomplishments and challenges since the last performance review conversation, and their goals for the upcoming year.
• Think about how you want to guide and/or coach this employee.
• Provide feedback on what they are doing well, where they can develop or improve, and how they can grow in their role and in the organization.
• Solicit feedback about the employee's performance from direct reports - and others, as appropriate – for all staff who supervise others. Feedback can also be useful for non-supervisory staff. Best Practices for Requesting Feedback(pdf) provides some recommended practices for requesting feedback.

Employee Roles & Responsibilities

Essential Elements of the Performance Review:

• A back-and-forth conversation between employee and supervisor to discuss:
  • Longer term, aspirations, development, etc.
  • How the employees work relate to the units objectives and overall success.
  • Resource needs, the support employee would like from supervisor.
• Review last year’s performance
• Set goals for the upcoming year

Employees are responsible for:

• Having a thorough understanding of their position responsibilities and the expectations for their performance;
• Reviewing the current position description and discussing changes with their supervisor;
• Providing input on their performance and development goals;
• Understanding what constitutes “successful performance” in accomplishing objectives and goals and demonstrating institutional values;
• Understanding how their position and goals align with and contribute to the goals of the unit and the university;
• Communicating to their supervisor what information, resources, training, etc. may be needed to help them be successful;
• Asking questions to clarify information; and
• Being accountable for their own performance.

How to Prepare for the Meeting as an Employee:

• Prepare: Confirm the time and place of your performance review conversation. If your supervisor does not approach you about conducting a review, you can ask when the meeting will take place.
• Review: P&S staff may want to update their goal plan and enter comments in their performance review.
  • All staff could consider:
    • Noting your goals and areas of emphasis since the prior performance review;
    • Listing your significant accomplishments;
    • Noting key obstacles in accomplishing your job responsibilities;
    • Developing goals for the next review period;
    • Discussing support you may need to achieve these goals; and
    • Talking about how you plan to grow and develop.
• Reflect: Consider your performance in all facets of your position since the last review discussion. Have you been successful based on the criteria established?