Phase 1:  Creating Common Understanding

    The goal of this phase of the process is to facilitate understanding and agreement between the manager and the employee regarding:
what’s expected on the job

• what resources are needed to meet those expectations
• how they fit, align with, and contribute to the college’s goals
• how results will be measured

     This discussion forms the basis for the rest of the process.

 Phase 2:  Providing Coaching & Feedback

    This phase is ongoing --- occurring throughout the entire cycle.  Performance management is NOT event driven.  Therefore, it’s essential that communication be frequent and ongoing.  These discussions provide a chance to identify barriers to success and develop plans to remove those barriers.  “Checking in” also offers opportunities for recognizing progress or adjusting goals as required by shifting priorities.  When communication is open, constructive and continual, there are no surprises at appraisal time.

 Phase 3:  Performance Appraisal

    The performance appraisal is a formal written summary of the employee’s progress against goals and objectives.  It highlights achievements and results.  The employee’s performance should be formally evaluated twice a year --- after the 2^nd quarter and at year-end.

     In preparation for the appraisal meeting, employees should be expected to prepare a self-assessment.  Though there is no specific form for this step, employees should prepare a document that reflects their progress against their performance objectives for the year and their own views on how well the goals were met.  They should also describe any additional accomplishments they had during the year as well as their progress toward completing their individual development plan.  This document should be sent to their manager prior to the appraisal meeting.

     Managers should also elicit input on the employee’s performance from teammates, customers or others who are in a position to work with the employee and observe their performance.  This will provide a well-rounded view of the individual and should be reflected in the written appraisal.

  Phase 4:  Development Plannng

    It is important to remember that performance management is not a linear process.  So, though development planning is labeled “phase 4” it is actually something that is done early on in the cycle.  The Individual Development Plan is a learning plan.  It highlights the knowledge and skills the employee still needs to acquire to meet their objectives and includes an action plan and appropriate measures. 

    From a perspective of future growth and development, this phase is as critical to success as defining clear expectations