Effective feedback fosters an environment
of open communication and trust. Employees benefit from feedback
by knowing what is expected. It is important that feedback is
ongoing and occur more than one time a year during the required
The purpose of a coaching meeting occurs where performance is not what it should be. The focus of the coaching session is to determine what needs to be done to help the employee improve performance or correct inappropriate workplace behaviors.
The supervisor (i.e. the coach) and the employee map out plan of action. The employee implements the plan. The supervisor monitors the process--recognizing success and offering constructive feedback if the performance is still lagging where it should be. A good tool for coaching employees when they are having some performance problems is the performance improvement plan.
Formal Disciplinary Action
The Performance Appraisal process provides a mechanism for employees to contribute to the achievement of UMKC’s vision and organizational objectives. It facilitates communication between employees and their immediate supervisor by providing a structure for feedback on performance. We are committed to the success of the process in order to:
- Fully develop employee potential and improve communication relating to performance.
- Provide a method to reward employees on a merit basis (Based on overall budget considerations).
- Improve productivity and the performance of the University.
- Reinforce UMKC’s mission, value and culture.
The objectives of the performance appraisal are to provide feedback on the past performance of employees, to agree on standards for future performance, and to develop goals and objectives for personal and professional growth. For these objectives to be achieved, both managers and their staff must have a good understanding of the process and fully support it.
The performance appraisal, however, is not a substitute for periodic and continuous review of an employee’s job performance. Supervisors should conduct reviews regularly during the year in order to discuss the employee’s progress toward accomplishing desired results and to address on-going issues. Good employee relations are built upon fair and equitable treatment. We must base our treatment of employees on definite standards, applied fairly and without discrimination. The Performance Appraisal is a tool to honestly and objectively evaluate performance.