Performance planning year-at-a-glance Goshen annual performance planning cycle for employees runs from July College’s – June annually. July August April May June – – Step 3. Monitoring Step 1. Planning Step 5. End of Year Discussion Leader and employee member Leader and employee Employee member member Meet regularly to review  Provide comments related to  Review the principal  progress on performance the documented performance responsibilities of the job goals to-date and discuss expectations and goals Discuss standards of successes and roadblocks  Leader performance Redefine expectations and  Provide feedback related to the   Identify college priorities update the goals if employee and department performance expectations member’s performance expectations and objectives change throughout the year objectives  Decide upon projects Step 4. Coaching and within the scope of the Leader and employee member Feedback position and assign Support each assessment with  specific goals and Leader specific results and objective objectives Provide ongoing feedback on  examples of performance the employee throughout the year member’s Step 2. Goal Setting performance Meet to discuss the employee  Leader and employee Establish open, ongoing  performance, member’s member communication channels identifying key areas of Review college and  strength and accomplishment Employee member team objectives for the and areas for improvement Proactively solicit feedback to coming year  ensure that performance is in Step 6. Recognition and Define performance  line with expectations Rewards expectations that align with team and college Leader and employee member Leader objectives Provide objective information  Recognize and reward  Create SMART goals that  and examples of performance performance frequently will help to achieve team to identify areas of strength throughout the year. This can objectives and address and areas for improvement include simple verbal professional development throughout the year recognition and other forms of nonmonetary acknowledgement of good work Deliverables: Deliverable: Deliverable: Regular meetings between Completed plan  Completed performance review   leader and employee member  Updated (if necessary)
Performance planning year-at-a-glance Goshen College’s annual performance planning cycle for employees runs from July – June annually. July August – April May – June Step 1. Planning Leader and employee member  Review the principal responsibilities of the job  Discuss standards of performance  Identify college priorities and department objectives  Decide upon projects within the scope of the position and assign specific goals and objectives Step 2. Goal Setting Leader and employee member  Review college and team objectives for the coming year  Define performance expectations that align with team and college objectives  Create SMART goals that will help to achieve team objectives and address professional development Step 3. Monitoring Leader and employee member  Meet regularly to review progress on performance goals to-date and discuss successes and roadblocks  Redefine expectations and update the goals if performance expectations change throughout the year Step 4. Coaching and Feedback Leader  Provide ongoing feedback on the employee member’s performance  Establish open, ongoing communication channels Employee member  Proactively solicit feedback to ensure that performance is in line with expectations Leader and employee member  Provide objective information and examples of performance to identify areas of strength and areas for improvement throughout the year Step 5. End of Year Discussion Employee member  Provide comments related to the documented performance expectations and goals Leader  Provide feedback related to the employee member’s performance expectations and objectives Leader and employee member  Support each assessment with specific results and objective examples of performance throughout the year  Meet to discuss the employee member’s performance, identifying key areas of strength and accomplishment and areas for improvement Step 6. Recognition and Rewards Leader  Recognize and reward performance frequently throughout the year. This can include simple verbal recognition and other forms of nonmonetary acknowledgement of good work Deliverable:  Completed plan Deliverables:  Regular meetings between leader and employee member  Updated (if necessary) Deliverable:  Completed performance review
GC-Performance-Management-Guide-Final-5.20151.docx