Performance Management

It's Important

Performance Management is an important component of the supervisor/staff member relationship. Successfully managing performance mutually benefits the individual, the department or unit, and the university as a whole.

Performance management is more than the formal, annual discussion about performance. It's an ongoing process with shared responsibility that begins with the initial hiring process and orientation and continues throughout employment. Between formal review opportunities, there should be regular opportunities to review and discuss progress.

There are many compelling ways that successfully managing performance can have impact. For the individual, it can result in higher morale and creativity, as well as improved health. For the department/university, outcomes can include improved productivity, better products or services, and even greater achievement of department/university goals.

Five Critical Skills for Managing Performance

1. Setting expectations:

  • Make sure your employees understand their roles and responsibilities.
  • Set goals and track progress

2. Delegate:

  • Identify tasks that could be done by the employee to develop their capabilities.

3. Coach

  • Support employees by challenging and encouraging them to take ownership over their work and continuously improve.
  • Recognize progress and work well done.

4. Monitor

  • Check on work, projects and annual goals. 
  • Document progress and problem solve as necessary.
  • Look for ways to improve efficiency and effectiveness.

5. Give Feedback:

  • Provide constructive feedback. 
  • Help employee avoid pitfalls and learn.
  • Provide reward and recognition .

Employee Groups Special Considerations

Professional & Scientific (P&S)

  • Access your goal plan through Employee Self-Service | My UI Career until November 1, 2016.
  • Continue to record progress and modify goals in your 2016/17 goal plan.
  • Record next years goals in your 2017/18 goal plan, which will be available November 1, 2016.
  • You may start your self-assessment in your performance review form after November 1, 2016. It is not visible to your supervisor until the form is forwarded to your inbox.


Your supervisor or HR Representative will provide you with the appropriate forms if anything is required of you prior to your performance review meeting.

  • Regardless of whether or not you receive a form, it is a good idea to prepare for the meeting by using the suggestions provided in the performance review process.
  • After the meeting, you will have an opportunity to view your review form online.
  • You must sign an acknowledgement of receiving the form and will have the opportunity to add comments.


Coming Soon!

Confidential Resources

Frequently Asked Questions

Performance management is an ongoing feedback process designed to help your staff grow and develop.

  • To acknowledge and affirm appropriate behaviors to support staff in their endeavors; to teach, coach, counsel, when improvement is needed.
  • To develop each of your staff member's potential using career and development plans.
  • Specific performance standards are established and communicated.
  • Performance is reviewed on the basis of results/output (quality, quantity, timeliness).
  • Communication and feedback are provided on a ongoing basis.