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SEAS will continue to use a paper-based Performance Conversations form for FY19. At this time no decisions have been made about the process for FY20. Like last year, the form will be uploaded at year-end into PeopleSoft. However, there is one major change this year—ratings.
The University heard a range of opinions, from appreciation to concern, about the elimination of ratings during the pilot and decided to return to a ratings system for FY19, in response to those of you who feel it provides greater clarity, and to document the rationale for variations in pay.
For FY19 the University will implement 4 ratings, based on a description of performance rather than a number. At year end, managers will select an overall rating based on whether the employee’s contributions demonstrate exceptional impact, full/consistent impact, learning/building or needs improvement. This will help to remove the perception associated with a 5-level scale, that people in the middle category are getting a “C,” when they are actually having the full impact of doing their job well. For more information, please review the FY19 Ratings Scale with Definitions (available in the Resources section below).
TIMELINE for FY19:
During the month of October, managers and employees should begin this year’s Performance Conversations and begin filling out Performance Conversations forms, especially to document goals/priorities and professional development plans for FY19. (The form is available in the Resources section below.)
November through April:
Managers and employees will meet at frequencies they decide on to have ongoing performance conversations. The dates of those discussions and any related meeting notes should be documented on the FY19 Performance Conversations form in the “Connection” section.
YEAR END DEADLINE: Wednesday, May 15
Managers and employees should schedule a year-end conversation and complete the Annual Summary sections on the Performance Conversations form in early May. The deadline to upload the forms into PeopleSoft, select ratings, and complete the process is Wednesday, May 15, 2019.
The Center for Workplace Development (CWD) created two videos that illustrate best practices for high quality manager/staff discussions:
SEAS is committed to supporting employee growth and development, and performance conversations and the overall performance management process allow for meaningful conversations and feedback to be exchanged in a timely manner. It is important to make this a priority as you plan your work processes for FY19.
Please feel free to reach out to any member of the HR team if you wish to have an individual conversation about performance management, the process and best practices.