The performance management system
was developed as a result of a joint labor management initiative. The PEP
(Performance Evaluation and Promotion) team reviewed the
system and made recommendations for changes. The team included
professional staff, a labor representative, and a management representative.
A consultant from the Cornell School of Industrial and Labor Relations
provided leadership for the team. The project sponsors were the Vice
Presidents Council (VPC) and the United University Professions
The PEP team gathered data about
the previous system by surveying professional staff and managers. They
also explored best practices in the field of performance management and
surveyed a number of colleges and businesses to see what was being done in
other organizations. As a result of this research the team concluded that
rather than modify the existing system, a new system should be developed.
This new system would need to make performance expectations clear, encourage
and support professional development, provide specific feedback, and encourage
dialogue between employees and supervisors. The team also felt it was
important that the system provide opportunities for professional development
and preparation for promotion and salary increase. The final
recommendations of the PEP team were submitted to the sponsors
(VPC and UUP
Executive Board) and the current system reflects recommendations of the team and
modifications suggested by the sponsors.
system consists of three parts: the performance
program and job description, mid-year discussion (optional), and end-of-year evaluation.
The performance program includes individual goals, professional development goals, and college community service activities. The optional mid-year discussion is an
opportunity for the employee to receive feedback mid-way in the evaluation
cycle and to review progress on the goals set in the performance program.
The end-of-year evaluation is the final review of goal attainment and rating of
overall performance for the year.