Performance Management operates as a three phase continuous cycle: Planning, Coaching and Evaluating, where the last phase (Evaluating) of the previous cycle leads off directly into the first phase (Planning) of the next cycle. In fact, once you have gone through your first cycle, Phase III (Evaluating) for the previous cycle and Phase I (Planning) for the next cycle, they can occur at the same time.
The cycle or evaluation period for each employee runs from performance evaluation to performance evaluation, typically, one year apart. However, interim evaluations can be conducted at any time, either at the supervisor’s discretion or at the employee’s request.
Performance Management responsibilities during these three phases can be divided into five basic steps:
Phase I: Planning
- Employee/supervisor to generate a work plan and a development plan for the upcoming year.
Phase II: Coaching
- Supervisor provides (or employee requests) feedback throughout the year. Remember that feedback can be given in multiple ways and can be shared on a formal or informal basis. Keep notes on performance throughout the year.
Phase III: Evaluating
- Review Mount Holyoke College Evaluation Criteria & Competencies (expected accomplishments and behaviors).
- Prepare for and conduct the year-end performance evaluation meeting.
- Generate goals for future performance. Departments at the College may conduct performance evaluations at different times during the year depending on the work flow within their department. Department heads and senior staff members may choose to have the department participate in the Performance Management Program in either the first quarter, (July - September), second quarter, (October - December),third quarter, (January - March) or, fourth quarter,(April - June)of the fiscal year.