Performance Management Tools
There are a variety of tools to assist you in managing the performance of your employees. Ongoing feedback, coaching, mentoring, performance assessments and performance improvement plans are a few commonly used tools in ensuring your employees are fulfilling all of the essential functions of their job satisfactorily and effectively. Your Human Resources Partner (HRP) is available to guide you through options and make recommendations regarding the best tools for your situation. Click here for more information.
Feedback, Coaching and Mentoring
One of the most rewarding aspects of your role as a supervisor is to help your employee grow and excel in their position. This can be achieved by providing them with ongoing feedback about their performance. Feedback addresses both the positive attributes of their work and the areas for improvement. Feedback can be challenging to deliver at first, but once you become practiced, will become part of your routine. Coaching offers your employee support and resources to improve their performance or grow in their career. If you want to help a person learn new skills and advance in the organization, developing a mentoring relationship may be appropriate. Consult with your HRP on how to integrate these practices into your everyday routine.
Managing Performance
UMPSA Performance Improvement Plan
ACSUM Performance Improvement Plan
The PIP is an excellent tool to assist in correcting performance concerns. A PIP is appropriate if you are completing the performance assessment and identify areas that need improvement or are unsatisfactory. A PIP may also be appropriate if you have been providing your employee with feedback on areas of concern, but are not seeing improvement. If you are thinking about implementing a PIP, please consult your HRP for guidance and assistance.
Counseling Memorandum
A counseling memorandum is formal documentation of a conversation that you have with your employee. The memo may address issues that you have been informally trying to correct or may address something serious that occurred. Counseling memoranda are not disciplinary in nature, but serve to document a concern. The memo should include a summary of who attended the meeting, what subject was discussed, what the employee agreed to or acknowledged and what next steps and expectations were discussed. Your HRP can walk you through the process and provide you with a template to use.