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.
Although it is the responsibility of managers to give continuous feedback to employees throughout the year, Georgia State recognizes an annual formal process. This is every manager’s opportunity to give feedback on the areas where the employee is doing well and the areas in which she or he may be deficient. Below is a link to the page for the university Performance Evaluation form in the MS Word version:
Set time aside to give feedback
Each manager should set time aside to give employees open, honest, and fair feedback regarding that employee’s consistent performance. In giving feedback, managers should also provide recommendations for ways an employee may improve and/or further develop her or his skills. Georgia State offers many training and development opportunities, which can be located on the Training and Development calendar or on the Human Resources website at Talent Management. Attached is an employee learning plan outline to help managers and employees with the performance evaluation process.
Performance evaluation deadline
Performance evaluations will have a deadline date that will be posted here. However, individual colleges or units may have earlier deadlines. Consult with your college or divisional HR officer for your internal due dates. Final documents should be submitted to the HRIS Records Department at 1 Park Place, Suite 305 or to P.O. Box 3982 via interoffice mail.
Performance evaluation training
Employee Relations offers university-wide training, as well as departmental training on how to do a fair and accurate performance evaluation. Should you have questions about the Performance Evaluation process or would like training on properly completing evaluations, contact Employee Relations at 404-413-3356.
Ivy B. Horn-Gardner, JD, MBA, CAAP
Director, Office of Employee Relations
8:30 a.m.-5:15 p.m.
One Park Place
P.O. Box 3982
Atlanta, GA 30302