Performance Management
People and Culture
- Home
- Employee Resources
- Supervisor Toolkit
- Recruitment
- Developing Employees
- Building Teams
- Supporting University’s Mission and Vision
- Performance Management
- Current Employee Toolkit
- Holiday Schedule
- Complaints and Concerns
- Sexual Misconduct and Sexual Harassment (Title IX)
- Racial and Ethnic Harassment
- Disability Discrimination
- Title IX Nondiscrimination Policy
- Reporting a Complaint or Concern
- Submit an Anonymous Report
- Training
- Employee FAQ
- Forms
- Personal and Professional Development
- Strengths@Bethel
- Working Well Together
- Supervisor Leadership Fundamentals
- Employee Development Workshops
- Benefits
- Student Employment
- Employee Recognition
- Employee Handbook
- About Us
- Contact Us
Employee Performance Management
The performance management process is an on-going conversation involving both the supervisor and the employee.
At the start of working with an employee, it is recommended that a supervisor would use a tool(such as the one linked below) to track performance, foster connection, and focus on the development of an employee. A document such as the one below allows the supervisor to have ongoing documentation of performance management.
When a new employee reaches the 45 and 90 day markers, the supervisor and employee will have performance progress conversations. Prior to both conversations, the employee will submit their reflections and contributes to the conversation through the conversation guide. Forms will be emailed to the supervisor from the office of People and Culture near each date and are also available below:
It is recommended that supervisors continue to meet 1:1 with each of their employees consistently. Additionally, it would be useful to continue to use a tool such as the 1:1 Touchpoint Form to doucment these conversations.
Performance Improvement Resources
Occasionally, supervisors may need to address performance gaps or concerns. Two tools that supervisors could use are linked below. A PIP is used when a supervisor notices a skills gap, a performance gap, or a behavior change that needs to occur. A written warning is used when a PIP is not motivating change or a situation is particularly egregious.
It is recommended that a supervisor completes a rough draft of the tool they wish to use and then set up an appointment with a Business Partner in the office of People and Culture to review the document and prepare for the conversation.
Annual Employee Performance Reviews
Our annual staff employee performance review season runs April 1-May 31. Employee Performance Reviews are due to the office of People and Culture no later than June 15 each year. Linked below are the forms for the Performance Review and goal setting conversation. If you have any questions regarding the forms please reach out to the office of People and Culture.
The following forms are for your reference. Please note that this version of the forms is not expandable. For the expandable version of the forms please go to the EQUIP moodle course.
