The performance management process is intended to create an ongoing dialogue between the supervisor and employee. The Division of Human Resources and Organizational Effectiveness recognizes the PCER (Plan, Coach, Evaluate, and Reward) model for facilitating the performance management process. Through this process, best practices are utilized to create a performance plan, coach for successful completion of the plan, and complete the annual performance evaluation.
- Plan: Performance Management begins when the supervisor reviews the employee’s position restriction, communicates competencies, creates goals, and discusses them with the employee. This helps establish mutual understanding of the performance and behavioral expectations.
- Coach: The supervisor provides coaching and feedback throughout the year to help their employees successfully reach their goals. The goals and any other documentation created during the Plan phase become a working document to be referenced, and revised if necessary, throughout the performance review period. The supervisor and employee can each create notes about employee performance at any time which are tracked outside the Workday system.
- Evaluate: During the evaluation process, the supervisor may rely on multiple resources, such as the employee self evaluation, performance notes created during the year, accolades, and customer feedback to assess the employee’s performance. The supervisor meets with the employee to discuss the performance evaluation, explain the ratings, and provide feedback about strengths and areas for improvement. The supervisor then completes the evaluation in Workday and sends it to the employee to review and acknowledge before formally closing the review in Workday.
- Reward: The supervisor recognizes and rewards performance at year-end and during the year as merited.