Performance Management
Performance management is an ongoing process that helps employees understand expectations, receive feedback, develop professionally, and contribute to the success of the university. Effective performance management includes setting clear expectations, professional development, recognizing accomplishments, providing regular feedback, evaluating performance, and addressing concerns when they arise.
Setting Expectations
Clear expectations provide employees with a roadmap for success. Supervisors should establish expectations early, communicate them consistently, and revisit them throughout the year. Effective expectation-setting helps employees understand their responsibilities, priorities, performance standards, and how their work contributes to departmental and university goals.
Topics include:
- Using the job description to establish expectations
- Communicating performance expectations
- Establishing behavioral expectations
- Setting SMART goals
- Conducting effective one-on-one meetings
- Providing ongoing feedback
- Documenting expectations and performance conversations
- Clarifying priorities and accountability
Setting Expectations Resources
Professional Development
Professional development is an important component of performance management. Supervisors should work with employees to identify growth opportunities, build new skills, and create development goals that align with both individual career interests and departmental needs. Investing in employee development can improve engagement, strengthen performance, and prepare employees for future opportunities.
Topics include:
- Employee development planning
- Percipio online learning
- Staff Success Series
- Staff Professional Enrichment and Emergency Relief (SPEER) Fund
- Leadership development programs
- Team assessments and development
- Professional growth opportunities
Professional Development Resources
Employee Recognition
Recognition plays an important role in employee engagement, retention, and performance. Meaningful recognition helps employees understand the impact of their work, reinforces positive behaviors, and strengthens their connection to the team and the university. Effective recognition can be both formal and informal and should occur throughout the year—not just during performance evaluations.
Topics include:
- Why recognition matters
- Recognition best practices
- Formal and informal recognition
- Everyday recognition strategies
- Employee appreciation ideas
- Roo Recognition Program
- Common recognition mistakes
Employee Recognition Resources
Performance Evaluations
Performance evaluations provide supervisors and employees with structured opportunities to discuss accomplishments, challenges, goals, and future development. At UMKC, the evaluation process includes two scheduled Progress Check-Ins during the fiscal year that support ongoing communication, accountability, and performance growth.
Effective evaluations should reflect performance conversations that occur throughout the year rather than serving as a one-time discussion. Supervisors are encouraged to provide regular feedback, document significant accomplishments and concerns, and use Progress Check-Ins to reinforce expectations and align on priorities.
Topics include:
- Annual Progress Check-In calendar
- The ePerformance process
- Self-reviews and supervisor assessments
- Areas of review and discussion topics
- Training and support resources
- Technical instructions and system access
Performance Evaluation Resources
Coaching and Employee Discipline
Many performance and conduct concerns can be addressed through timely coaching, setting clear expectations, and by providing ongoing feedback. Effective coaching helps employees understand concerns, improve performance, and make necessary adjustments before issues become more serious.
Coaching should be the first step whenever appropriate. By addressing concerns early, supervisors can reinforce expectations, support employee success, and often prevent the need for formal disciplinary action. Use the Difficult Coaching Situations Guide (PDF) and Sample Follow-up Email (PDF) to prepare for coaching conversations, help navigate difficult situations, and document a shared understanding of workplace expectations.
Effective coaching conversations should:
- Clearly identify gaps between expectations and performance
- Reinforce expected behaviors and outcomes
- Provide the employee an opportunity to respond
- Identify support or resources needed for improvement
When concerns persist or warrant formal disciplinary action, supervisors should work closely with Human Resources to assess the situation, determine appropriate next steps, and ensure a consistent and well-documented approach.
Topics include:
- Objectives of the discipline process
- Steps in the disciplinary process
- HR-601 Discipline Guidelines
- Discipline considerations for part-time and student employees