Performance management is the systematic process by which an organization involves its employees (individually or by group) in improving organizational effectiveness by creating a workforce that meets the organization’s mission and goals.
The Georgia State performance management process consists of:
- Planning work and setting expectations
- Monitoring the performance of work
- Developing and enhancing the ability to perform
- Rating performance by providing constant feedback formally and informally
- Rewarding top performance and addressing poor performance through progressive discipline
Planning – Supervisors should meet with employees to plan work and set expectations and S.M.A.R.T. goals that align with the department’s mission and the university’s strategic plan. S.M.A.R.T. goals are: Specific, Measurable, Achievable, Relevant and Time-oriented.
Monitoring – The supervisor should monitor the employee’s progress in performing work duties and responsibilities. Providing feedback on the employee’s performance should be done continually and not just at performance evaluation time. If the employee is performing satisfactorily, letting the employee know will engage the employee, which leads to increased productivity. If performance is below standard, the employee will have an opportunity to correct and improve performance.
Developing – The supervisor should develop the employee’s ability to perform. Types of development include:
- Formal training (classroom)
- Informal training (online)
- Coaching or mentoring (formal mentoring program or placement with a peer coach)
- New work assignments (for example, working on special projects)
Rating – The supervisor should conduct formal provisional (new hire) and annual evaluations of the employee’s performance. The annual evaluation should not be the first time the employee receives feedback on his or her performance. The annual evaluation should be used to summarize and rate the consistent performance of the employee from the previous calendar year.
Rewarding – The supervisor (depending on the budget) should make meaningful distinctions when giving merit increases. Merit increases should be granted to distinguish between different performance levels where the employee has consistently performed at a satisfactory level and above. Documentation should support compensation decisions.
Georgia State University strives to provide an environment where employees are given with the opportunity for ongoing professional growth and understand the impact their contributions have on the achievement of university goals. We believe in strong performance management that culminates in a review of annual performance. The annual performance evaluation is every manager’s official opportunity to give feedback on the areas where the employee is doing well and the areas in which she or he may need to improve.
Tools and Resources
- Performance Evaluation Form
- Performance Evaluation FAQs
- Performance Evaluation Process Map
- Performance Evaluation Roles and Responsibility (RASCI Chart)
- Top Tips for Conducting Successful Performance Evaluations
- Performance Evaluation Training for Supervisors: Making the Most Out of Performance Evaluation.
- Annual performance review period: January 1, 2018 to December 31, 2018
- Annual performance evaluations are due to Central HR no later than March 30, 2019. Individual colleges or units may have earlier internal deadlines. Consult with your college or divisional HR officer for your internal due dates.
- Should you have questions about the Performance Evaluation process or would like customized training, contact Employee Relations. You may also sign up for a scheduled training here. PERFORMANCE EVALUATION TRAINING
Contact Us – Office of Employee Relations
Main phone number: 404-413-3356
Monica Shah Javia, Director
Rosemarie Leitner, Senior Employee Relations Specialist
James Dupree, Employee Relations Specialist
Safara Jordan, Employee Relations Assistant
8:30 a.m.-5:15 p.m.
One Park Place
P.O. Box 3982
Atlanta, GA 30302