What is Performance Management?
Performance management is an ongoing process involving feedback, accountability, and documentation of an individual’s performance in their role. This process ensures that employees, teams, and departments are meeting strategic organizational goals.
Virginia Tech’s performance management process:
- Fosters ongoing, two-way communication between employees and supervisors.
- Supports the development of clear, consistent, and measurable goals linked directly to the university’s core values.
- Articulates and supports training needs and career development.
- Establishes the criteria for making reward and recognition decisions.
Effective performance management begins with mutual respect and ends with performance excellence. Supervisors are responsible for communicating performance expectations and progress on an ongoing basis to their employees. These conversations, called Touchpoints, should be grounded in honest communication and provide employees with clear role expectations, feedback, identify performance successes and areas of improvement, development opportunities, and career possibilities. Employees have a responsibility to participate fully in these conversations, understand their role responsibilities and expectations, and communicate any obstacles or training needs to perform their role at an optimum level.
The Performance Management Process
The performance management process provides opportunities for supervisors and employees to assess how well an individual’s performance meets the requirements of the job. Following is an overview of the performance management process.
- Employees and supervisors should review job descriptions as part of the performance planning process.
- Performance planning provides the foundation for creating goals.
- Employees and supervisors should work together on establishing goals for the year.
For more information, visit the planning and setting goals page.
- Between goal setting and the annual evaluation, Touchpoints conversations should be used throughout the year. It is important that supervisors set these regular check-in discussions with their employees.
- Regular Touchpoints conversations provide an opportunity for supervisors and employees to work together to ensure performance remains on track throughout the year and that employees are tracking their progress toward job requirements and goals.
For more information, visit the continuous performance management page.
- An annual performance review is a joint effort between the supervisor and employee to help the individual reflect on his or her own progress over the past year.
- An employee self-evaluation is suggested to help the employee prepare for the performance review conversation with their supervisor.
- Supervisors should review the employees' self-evaluation in addition to preparing their supervisor evaluation on the employee and share it with the reviewer for approval.
- The supervisor should schedule a meeting with the employee to discuss the evaluation. Once the conversation concludes, the employee should have an opportunity to add comments to the evaluation and should acknowledge they have received it.
For more information, visit the evaluations page.
2021 Staff Performance Management Dates:
- Review Period: October 16, 2020 – October 15, 2021
- Submission Period: August 5, 2021 – October 15, 2021
2022 Staff Performance Management Dates:
- Goal setting: November 4, 2021 - December 31, 2021
- Review Period: October 16, 2021 – October 15, 2022
- Submission Period: August 5, 2022 – October 15, 2022
Faculty Performance Management Dates:
Faculty should contact their dean's or administrator's office for specifics regarding their college’s process and schedule.