(BARS) Behaviorally Anchored Rating Scales
An effective performance management process, while requiring time to plan and implement, can save you and the employee time and energy. Most importantly, it can be a very effective motivator, since it can help you and the employee achieve organizational success
As a cycle that continues throughout the year, effective performance management aligns the efforts of managers/supervisors and employees with department and campus goals, promotes consistency in performance reviews, and motivates all employees to perform at their best. The process should be conducted with fairness and transparency.
The campus administration, the manager/supervisor, and the employee form a partnership that ensures performance planning, coaching, development, and assessment.
- Faculty and staff managers/supervisors are responsible for developing performance expectations with the participation of employees; communicating throughout the performance management cycle about employees’ goals, performance, and development; recognizing successful performance and coaching for improved performance; and supporting employees to define the tools, resources, and training and development needed to carry out their duties successfully.
- Employees at all levels are responsible for actively communicating with their managers/supervisors about performance, taking an active role in planning their development, being accountable for their actions, and continually striving for excellence in their performance in support of departmental and campus goals and initiatives.