Performance Management & the Staff Assessment Management System (SAMS)
The University is committed to ensuring the success of its faculty, staff and students as we assess the performance of our staff employees. The Performance Management Process and the Staff Assessment Management System (SAMS) provides opportunities for coaching, mentoring, feedback and recognition. Our process allows managers and supervisors to tie goals and achievements to employee development, promotional opportunity and compensation through merit pay.
THE PERFORMANCE MANAGEMENT CYCLE
Effective Performance Management Assessments follow a Performance Management Cycle:
- Set Performance Standards and Goals
- Communicate Standards and Expectations
- Monitor Employee Performance All Year
- Give Ongoing Feedback
- Write and Conduct the Performance Appraisal in SAMS
At the beginning of the period for which you will appraise the employee (usually 12 months prior), discuss with the employee the importance of goals and expectations as it relates to their job responsibilities. Managers and supervisors should provide ongoing feedback while monitoring performance throughout the year. Goals should be aligned with the division and ultimately, the University’s strategic goals.
COACHING AND MENTORING
The Performance Management Process affords supervisors and managers the opportunity to engage employees in coaching and mentoring. Coaching and mentoring are development approaches used to enhance an individual’s knowledge, skills, or work performance. Coaching is usually short term while mentoring establishes a longer relationship. They are both geared towards employee learning and development which can lead to peak performance.
WRITING THE REVIEW
The end of the performance management cycle is the time when managers and supervisors complete the performance appraisal in SAMS. Comments are required for each factor and should reflect the performance, achievement, or areas of opportunity to assist with employee development. Note actual examples of job performance that support your comments. Goals should be identified and captured in SAMS for all employees. In some cases, departments may identify standard goals for the same group of employees (e.g. landscape workers & custodians).
Quality of Work
Projects are always completed on time with few errors. Once the employee did not know if all University documents needed to have the University logo and date, but she contacted the Media Relations department for advice before printing the document. It is recommended for the next review period that the employee familiarize herself with University branding requirements for printed and electronic documents.
The Project Coordinator is responsible for streamlining processes and researching
best practices. She did an outstanding job on eliminating manual processes and creating
workflows based on current research. The information was used to produce online training
that reduced the cost of printed workbooks.