Performance Review

Policies and Procedures Manual Section 6

Western Michigan University is committed to providing opportunities for staff to develop on the job and to prepare for possible advancement. We believe this is achieved through a performance management process that deliberately plans our focus, activities, and responsibilities to achieve the results we want and need. Training on the performance management process is available throughout the year or can be arranged through Human Resources. More information is available at Performance Management.

Objectives of performance management process

1. Focus employees on both what they do (through development of objectives) and how they do it (through selection of WMU-defined competencies).
    
2. Encourage interaction between supervisors and employees through frequent and constructive performance discussions and written documentation.
    
3. When possible, tie individual objectives to University/department goals.
    

Three main phases of performance management process

1. Initial objective-setting. Occurs between July and September. Supervisor sets the overall direction, the employee and supervisor finalize objectives and competencies.
   
   Complete instructions are available in PerformYard.
    
2. Performance tracking and coaching. Informal reviews and ongoing coaching/discussions occur throughout the year.  
   
   Supervisors may review and document performance at any time during the year if the employee's performance is deemed to be at the "unsatisfactory" level. Please contact your HR Business Partner early to discuss these performance concerns.
    
3. Year-end performance review. Due in May, the employee may complete a self-appraisal, while the supervisor completes an independent review. The supervisor and employee meet to discuss performance and the final review.
    

Performance improvement plan

If an employee's year-end overall rating is "unsatisfactory," a performance improvement plan may be required. The employee does not receive an annual pay adjustment until satisfactory performance is achieved and documented. Please consult with your HR Business Partner before doing the employee's review.

Note: Supervisors may review and document performance at any time during the year if the employee's performance is deemed to be at the "unsatisfactory" level.

Procedure-performance improvement plan

1. The employee, supervisor, and a Human Resources representative meet to discuss performance, beginning with the current performance management form.
    
2. Objectives and competencies for the performance improvement plan cycle are set.
    
3. A date, usually in three to six months, is set for the next performance review relative to the performance improvement plan.
    
4. If the employee's overall rating is no longer "unsatisfactory," the employee resumes the normal performance management cycle. The employee receives any annual pay adjustment effective the date of the satisfactory review.
    
5. If the employee's rating remains at the "unsatisfactory" level, the employee may be discharged from the University. Human Resources must be contacted prior to finalizing a decision to terminate an employee.

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