UNIVERSITY PARK, Pa. -- Every employee at Penn State is valuable and plays an integral role in the University’s success. But there was a time when some employees were left to wonder how their work was really contributing to Penn State’s overall improvement, if they were helping to meet goals, and if their effort would ever be recognized and rewarded through advancement.
That was all before YOU@PSU, Penn State’s performance management process that allows employees to have a voice in setting their goals and responsibilities. YOU@PSU provides fair and accurate evaluation, and meaningful recognition and rewards for employees while identifying opportunities to learn and grow professionally.
Now is the time to complete the critical first step in program’s 2015-16 performance management cycle, which began July 1, 2015, and ends March 31, 2016.
“The first step, Setting Goals and Expectations, begins with a conversation between each employee and their supervisor about their role and goals,” said Stephanie Flanagan of Penn State’s Center for Workplace Learning & Performance. “After that conversation, the employee will take the lead in finalizing the Job Responsibilities Worksheet (JRW) and entering their goals into the Performance Management Worksheet (PMW) using the YOU@PSU online tool.”
The YOU@PSU online tool, as well as detailed instructions on how to complete the first step, are available at http://ohr.psu.edu/performance/setting-goals-and-expectations/
The step-by-step process for Setting Goals and Expectations looks like this:
- Staff members meet with supervisor to discuss the Job Responsibilities Worksheet (JRW) and to set two to five goals for the current performance management cycle
- The staff member then creates JRW in the YOU@PSU online tool, which the supervisor reviews and approves in the YOU@PSU tool
- Staff member enters goals into the Performance Management Worksheet (PMW) in the YOU@PSU online tool; supervisor reviews and approves goals in the PMW in YOU@PSU online tool
Supervisors will be alerted via email when the JRW and PMW are ready for their approval.
This initial step promotes a more frequent and open dialogue between staff members and supervisors that Flanagan says is the real value of YOU@PSU.
“Instead of talking about performance management once a year, YOU@PSU makes performance and progress toward mutual goals a more frequent discussion, improving communication and helping to avoid end-of-year surprises,” said Flanagan. “As we move the University forward, all employees deserve the time for self-reflection and honest, constructive feedback related to their job performance. Open dialogue between supervisors and employees and detailed performance documentation are essential to the process.”
For more information on YOU@PSU, visit the Office of Human Resources’ Performance Management website at http://ohr.psu.edu/performance/