Performance Coaching: Unclassified Professional Staff
An integral program to support the professional development of employees, the Performance Management Process is used to ensure that employees understand expectations and receive timely feedback. Ongoing communication between supervisors and their employees throughout the entire review period is essential.
Each unit must have a system for annual evaluation of unclassified professionals. The responsibility for developing an annual evaluation system rests primarily with the department and unclassified professionals in consultation with the unit’s administrative head or dean (University Handbook, Appendix Q). Employee Relations & Engagement can provide units with an example unclassified performance evaluation upon request.
Annual reviews are required for each professional staff person, whether full or part-time, regular or term.
Performance Improvement Plan
This period is a test of an employee’s ability to overcome areas of opportunity and meet expectations, and an opportunity for an employee to develop and enhance professionally. A performance improvement plan may be made at any time when there is a documented need to improve performance. Performance Improvement Plans may be 30, 60 or 90 days in length with varying supervisor responsibilities based on the length of the plan.
A performance improvement plan will not change the annual review due date.
Employee Relations & Engagement can partner with and coach management/supervisors on proper documentation and progressive discipline processes. All supervisors of unclassified professional staff are encouraged to complete Best Practices of Evaluating Unclassified Professionals, an interactive online training session provided by Employee Relations and Engagement. This online training opportunity will highlight strategic best practices necessary for efficiently completing performance reviews and disciplinary action.