Performance Management
Performance Management Program
and Performance-based Compensation
Performance Management Program
Performance management is a 3-step process that includes planning, mid-year monitoring and the final appraisal, along with on-going feedback. It is a shared responsibility of supervisors and employees and is a key component of an employee’s professional development.
Step 1 – Planning: Planning is the process of setting expectations for the year. It is a time to review job responsibilities and goals for the upcoming year. In addition, a plan is made for the employee’s professional development. Performance Plans for FY 2009 are due July 31, 2008.
Step 2 – Mid-Year Performance Appraisal: This is a chance for the employee and supervisor to discuss how things are going. Are we on track for the rest of the year? Are more resources needed to accomplish the set goals? It is also a time for the supervisor to let the employee know where, via the rating system, they stand – what they are doing well and what, if anything, needs improvement.
Step 3 – Final Performance Appraisal: During this conversation both the supervisor and employee give and receive feedback about how the year developed. This is also a good time for the employee’s self-appraisal to be reviewed. This conversation should hold no surprises because there has been on-going feedback throughout the year.
Throughout the Year – On-going Feedback: We strongly recommend that communication about performance take place on a regular basis throughout the year in addition to the formal 3 steps in the process.
Additional information & forms available:
Program Updates for FY 2010-2011 (.pdf)
Performance Management Rating Scale (.pdf)
Performance Plan Shell for FY 2011 (.doc)
Professional Development Plan for FY 2011 (.doc)
Performance-based Compensation Program
Stonehill’s Performance-Based Compensation Program is made up of two components: The General Salary Increase is awarded each year that College’s finances allow to all eligible employees who perform at expected levels. This increase can also be used to correct for external market adjustments resulting from formal wage and salary surveys or position reclassification adjustments.
The Performance-Based Bonus Program component has been developed in order to recognize Stonehill College staff, administrators and implementation teams, who have accomplished an extraordinary achievement within the workplace during a given fiscal year with a financial reward (bonus). Bonuses will be drawn from a pool set aside specifically for this purpose.
Additional information & forms available:
Bonus Program Guidelines for FY 2010 (.pdf)
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