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| Deborah
Covin Wilson is the director of career development
in the Office of Organizational Development and
can be reached by
e-mail or by calling 894-3850. |
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by Deborah Covin Wilson
This is the first installment of of a quarterly career
development column. Given the time of year, it seems
appropriate that this column focus on performance appraisal.
The question is: Will you be ready for your annual performance
review?
After more than two years without raises, much of the
focus has been on the anticipated salary increase this
month. However, the annual performance review is an
event to which all faculty and staff — supervisors
and non-supervisors — should devote more time.
For staff employees, performance appraisal forms have
recently been distributed. Keep in mind that the annual
performance review should not be viewed as a report
card, but as a two-way conversation about accomplishments,
areas that need improvement and plans for future growth
and development. To get the most out of this formal
yearly meeting, though, it is important for both parties
to be prepared.
Staff
Employees should take the time to do a self-appraisal,
taking note of strengths and weaknesses, preparing a
list of accomplishments in 2004, and thinking about
developmental activities for 2005. A development plan
can include a range of activities — training in
a new software package, participating in training certificate
programs, serving on a department or campus committee,
or attending a professional conference — as well
as ways to contribute towards the accomplishment of
departmental goals.
Another strategy is to ask a supervisor for feedback
about performance throughout the year. It will help
avoid surprises during the meeting, and will enable
the individual to make positive and appropriate corrections.
Supervisors
Consider what feedback you have provided throughout
the year. Have you thought about how this employee’s
performance contributed to the success of your unit
last year? What goals would you like the employee to
accomplish next year? These questions should be considered
when preparing for a performance review and in planning
for next year’s performance goals.
Supervisors should encourage employee feedback during
the meeting. Though not required, it may prove useful
to schedule time for an informal mid-year review. It
will serve to keep the lines of communication open and
reduce the possibility of unpleasant surprises at the
yearly review.
Performance is not a one-time event, so be prepared
for a productive meeting!
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