Gonzaga's Expectations Regarding Performance Management

One of the most important functions of managers and supervisors is to effectively manage resources, and one of the most important resources they have is the staff they supervise. Managing them (and consequently their performance) begins with designing the jobs - determining what duties are important to include in a job, what the qualifications are to fulfill those duties and what level of performance is needed to meet the mission of the department. Performance management continues with the filling of the job with the best candidate, the training of the new hire and the continuous coaching to clarify expectations.  

Management of performance is important to being a good supervisor and clarification of expectations and performance feedback is also important to those they supervise. Consequently, all supervisors are expected to participate in performance management of their staff.

The most important step supervisors can do to successfully manage performance is to meet regularly with their direct reports.  Please click below for resources when engaging in these meetings:

• Questions Supervisors should ask their Direct Reports
• Supervisor Routines to establish with their Direct Reports
  
  

Department Policies and Procedures

At times it is necessary and/or helpful to create specific departmental policies or procedures.  To learn more about creating a departmental handbook please click on the link(s) below:

• Guide to Creating a Departmental Handbook and Writing Departmental Policies and Procedures
• Approval Process for Departmental Policies and Procedures
• Approval Process for Gonzaga Policies
• Approval Process for Gonzaga Procedures

Supervisors and Human Resources representatives each play a part in the performance management process.  To learn more, please click on the link below.

• Supervisor and Human Resources role in Performance Management PowerPoint

When you are facing a performance discrepancy (a gap between your expectations and actual performance) you have the responsibility to ensure that employees have:

• The performance standards the training the direction
• The feedback to do the job before moving to disciplinary actions.

If you feel confident that you have provided each of these opportunities to your employees and if a performance discrepancy still exists with a particular employee:

• Make it explicitly clear to the employee what is expected
• Repeat the performance standards to the employee
• Enforce the performance standards
• Document the performance discrepancy and actions you have taken, and then
• Begin the Corrective Action Process

The Performance Management Packet below contains tools to assist supervisors in managing performance

• Supervisor Checklist for Performance Management
• Tips on Effective Performance Documentation
• Workplace Documentation Form
• Performance Notice
• Corrective Action Plan
• Letter of Expectation
  

Use a Performance Notice, Corrective Action Plan or Letter of Expectations when you have identified a performance problem and are looking for ways to improve the performance of an employee. Performance documentation tools play an integral role in correcting performance discrepancies in an effort to improve performance or modify behavior.

For information on a specific situation select the category most similar to your problem.

• Missed deadlines
• Attendance-related issues (unscheduled absences, excessive absences, tardiness)
• Poor quality work
• Inappropriate behavior
• Insubordination
• Not doing enough work
• Personality conflicts
• Rule Violation (dress codes, call-in procedures, break-times, departmental policy violations, using phone inappropriately, etc).