Performance Management

Performance management is the process by which employees and supervisors discuss expectations, performance, and development as it relates to both the University’s mission and vision and the department’s role and goals. Performance Management is a multifaceted approach to setting expectations, communicating performance feedback (coaching), developing action plans, correcting performance, completing the annual performance evaluation and linking performance to pay increases and other forms of recognition.

An employee’s performance assessment encompasses both technical and behavioral components. Here at Baylor, we believe it is equally important to consider both what we do and how we do it. Job descriptions and departmental expectation documents are a great starting point for identifying technical proficiencies. Baylor’s Core Competencies are a helpful resource for identifying behavioral proficiencies.

Technical performance ⇒ Job Descriptions

Behavioral performance ⇒ Core Competencies

Coaching and Feedback
The coaching conversation is most productive when it is a two-way dialogue occurring on a frequent basis. Employees should feel comfortable asking questions to gain constructive feedback on their performance and sharing what they think will help them to be successful. Examples of such requests may include requests for training, regular meetings with their supervisor, and other tools and information that may enhance their performance. Supervisors, in turn, should listen to their employees' needs. Though the supervisor may not always be able to meet each request, the employees should be provided with clear directions, consistent expectations, and timely feedback on performance. If either the employee or the supervisor needs help having this type of conversation, the Client Relationship Manager is available to assist.

Corrective Action
Coaching is an expected preliminary step prior to corrective action and should be conducted when a staff member has not met expectations or when a supervisor is dissatisfied with a staff member’s current performance. In such cases, the supervisor should meet with the employee to clarify performance expectations and determine what obstacles are impeding the employee’s ability to perform to standards. The supervisor should discuss recommended actions that will correct the deficiencies and provide the employee with an opportunity to take the actions recommended.

Corrective action is utilized to address performance concerns where improvement has not been demonstrated through the coaching conversation. When a supervisor brings a concern to Human Resources, we will partner with the supervisor to understand all the factors which may be influencing the situation and help identify the most effective course of action.

Annual Performance Evaluation
The annual Performance Evaluation is both a summary of the prior year’s performance and activities and a planning tool for the coming year. When considering the prior year’s performance, the employee and supervisor should consider the entire year and take into account both technical and behavioral proficiencies. If either the employee or the supervisor needs help preparing this feedback, the Client Relationship Manager is available to assist.

Performance Evaluation and Planning

Rewards and Recognitions

Supervisors are encouraged to regularly demonstrate their appreciation for their employees’ efforts to help support departmental goals and initiatives. On a broader scale, Baylor shows appreciation for our employees’ hard work and dedication in service of our mission and vision via programs like Outstanding Staff Awards and annual merit increases.

Merit Pay