Today’s session will help you to:
   • Gain understanding of effective performance 
     management and recognize its importance and 
     benefits
   • Identify your role and responsibilities related to 
     performance management, starting with setting goals 
     and expectations with your supervisor
   • Learn the best practices for goal setting
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                     Q:  What is Performance Management?
     A:  The process of setting expectations, aligning goals, assessing results, and focusing on 
     staff development through ongoing conversations between managers and their direct 
     report(s).
                  Setting Expectations                     Goals and Objectives                      Goal Alignment
            The process of discussing what is     Desired results each employee aims to        Process of ensuring individual 
          expected from an employee in terms          achieve, determined based on           goals support the achievement of 
             of job roles and responsibilities     conversations between managers and       department goals and department 
                                                                employees                    goals support the achievement of 
                                                                                                     University goals 
                      Assessment                         Performance Calibration               Feedback and Development
               Review of goals, objectives,          Process in which supervisors and           Focus of the conversations 
               and other factors, and the             managers at the same level in         between managers and employees 
              determination of the level of            an organization discuss staff             in determining strengths, 
                 successful achievement            performance ratings and outcomes to        opportunities for improvement, 
                                                     ensure ratings and development                      and how
                                                    messages are applied consistently              to grow and develop
                                                           across the University
                Performance management is not just a once-a-year conversation.  It 
            3               impacts staff over their entire career at Penn State.
                   Employee:  
   Effective     “I own the process.”
   Performance 
   Management 
   Involves Everyone!
     Supervisor:                 Leader:  
    “I partner in               “I champion
    the process.”               the process.”
                 Human Resources:  
                   “I support
    4              the process.”
    Guiding Principles for 
    Effective Performance Management
        Should be an ongoing process of setting expectations, 
        executing plans and evaluating results.
        Expectations should be explicit and mutually understood.
        Engagement is increased when people are involved in 
        planning the work.
        How work gets accomplished is as important as what gets 
        accomplished.
        Regular, honest feedback increases understanding and 
        positive performance.
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                                                   YOU@PSU Performance Management Cycle: April 1, 2017- March 31, 2018
                                                                      (End-of-Year Activities: April & May 2018)
                                            STEP ONE:                                         STEP TWO:                                      STEP THREE:
                                    Setting Goals & Expectations                          Mid-Year Check-In                              End-of-Year Review
                                (Use PDF Goal Setting Worksheet)                   (Use PDF Conversation Tracker)                           (Use Workday)
                                                    Ongoing Conversations between staff members and their supervisors throughout the year; 
                                                       Goal setting document available to track progress and record conversation highlights
                            •   Staff member meets with supervisor to         •   Review goals and progress (make                           PREPARATION:
                                discuss expectations and set 2-5 goals for        adjustments as needed)                       •   Staff member completes self-evaluation 
                                the 2017-18 performance management                                                                 in Workday
                                cycle                                         •   Check-in re: expectations and 
                                                                                  acknowledgement of successes and             •   Optional: staff member and supervisor 
                            •   Staff member captures the agreed upon             challenges                                       obtain feedback from others (e.g., peers, 
                                goals in the goal setting worksheet                                                                customers, etc.)
                                                                                                                               •   Supervisor reviews and summarizes 
                            •   Staff member reviews Job Responsibility                                                            performance feedback for staff member 
                                Worksheet in online tool (and updates, if                                                          in Workday
                                applicable); supervisor reviews and 
                                approves in online tool                                                                        •   Peer supervisors conduct ratings 
                                                                                                                                   calibration meetings (two levels)
                                             LEADERS                                                                                           DELIVERY:
                            •   HR Strategic Partners provide leadership                                                       •   Staff member meets with supervisor to 
                                teams performance results from the                                                                 discuss end-of-year review and receive 
                                previous year                                                                                      an overall rating of their performance; 
                                                                                                                                   acknowledgement of meeting occurs in 
                            •   Leadership teams meet to discuss ratings                                                           Workday
                                and agree on norms; norms are shared with 
                                staff members during the goal setting                                                          •   Staff member and supervisor begin to 
                                process                                                                                            discuss next year’s goals and 
                                                                                                                                   development opportunities 
                                       Recommended Timing:                               Recommended Timing:                             Recommended Timing:
                                       June 1 –August 31, 2017                      November 1- December 31, 2017                         April 1- May 15, 2018
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