INTRODUCTION
Purpose
How to use this program
The university's expectations regarding performance management
Definition
Objectives
Principles of developing a performance management plan
Supervisor's responsibilities
Available resources
DETERMINE MAJOR JOB DUTIES
Definition, resources, and considerations
Examples
Example of Major Duties for
PA types of jobs
Example of Major Duties for a Receptionist
Example of Major Duties for an Accounting Associate
Example of Major Duties for a Laboratory Technician
Example of Major Duties for a Library Services Associate
Example of Major Duties for Data Entry Operator
Example of Major Duties for Administrative Secretary
Example of Major Duties
for Technical Support Provider
DEFINE PERFORMANCE STANDARDS FOR EACH DUTY
Definition, considerations
Examples
Example of Performance Standards
for PA Positions
Example of Performance Standards for a Receptionist
Example of Performance Standards for Accounting Associate
Example of Performance Standards for a Laboratory Technician
Example of Performance Standards for a Library Services Associate
Example of Performance Standards for Administrative Secretary
Example of Performance Standards for Technical Support Provider
Examples of Common Standards Applicable
to Everyone in a Particular Group
DOCUMENT JOB PERFORMANCE
EVALUATE JOB PERFORMANCE
Sources of feedback
Potential constraints on performance
Should ratings be considered?
Common rating errors
Note about poor performance
HOLD
PERFORMANCE DISCUSSIONS
Prepare for the discussion
Conduct the discussion
Forms
Design
Annual goals
Example of goals
Professional development
Examples
SUMMARY AND ADDITIONAL RESOURCES
Main steps in developing a performance management plan
For consultation and training
Additional online training resources
for supervisors
Corrective Action
New Employee Orientation
