INTRODUCTION
Purpose
How
to use this program
The
university's expectations regarding performance management
Definition
Objectives
Principles
of developing a performance management plan
Supervisor's
responsibilities
Available
resources
DETERMINE
MAJOR JOB DUTIES
Definition,
resources, and considerations
Examples
Example
of Major Duties for PA types of jobs
Example
of Major Duties for a Receptionist
Example
of Major Duties for an Accounting Associate
Example
of Major Duties for a Laboratory Technician
Example
of Major Duties for a Library Services Associate
Example
of Major Duties for Data Entry Operator
Example
of Major Duties for Administrative Secretary
Example
of Major Duties for Technical Support Provider
DEFINE
PERFORMANCE STANDARDS FOR EACH DUTY
Definition,
considerations
Examples
Example
of Performance Standards for PA Positions
Example
of Performance Standards for a Receptionist
Example
of Performance Standards for Accounting Associate
Example
of Performance Standards for a Laboratory Technician
Example
of Performance Standards for a Library Services Associate
Example
of Performance Standards for Administrative Secretary
Example
of Performance Standards for Technical Support
Provider
Examples
of Common Standards Applicable to Everyone in a Particular Group
DOCUMENT
JOB PERFORMANCE
EVALUATE
JOB PERFORMANCE
Sources
of feedback
Potential
constraints on performance
Should
ratings be considered?
Common
rating errors
Note
about poor performance
HOLD
PERFORMANCE DISCUSSIONS
Prepare
for the discussion
Conduct
the discussion
Forms
Design
Annual
goals
Example
of goals
Professional
development
Examples
SUMMARY
AND ADDITIONAL RESOURCES
Main
steps in developing a performance management plan
For
consultation and training
Additional
online training resources for supervisors
Corrective
Action
New
Employee Orientation
