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Back to Managing Performance Overview

• Guide to Performance Management
  • Introduction
  • Process
  • Form
  • Training
  • Guidelines
  • FAQs
  • Job Aids and Worksheets

• Timelines
• Expectations of Managers and Staff
• Form
• Other Points to Remember

As we experience the challenging external demands being placed on all institutions of higher learning, as well as the changes unique to Columbia's continued growth and expansion, it is of particular importance that the University utilizes best practices that will attract and retain the most talented and diverse students, faculty and staff to maintain our competitive advantage and tradition of excellence.

Timelines

In accordance with Columbia's Performance Appraisal Guidelines, all officers of administration should receive written feedback about their performance at least once a year.

Expectations of Managers and Staff

The University expects Managers to:

• Explain the Performance Management Process
• Make sure staff understand the performance requirements of their jobs
• Work with staff to develop performance objectives that develop their skills and align with school or department goals and strategies
• Monitor progress throughout the performance period
• Provide direction, feedback, coaching and training to develop skills and support staff in their achievement of objectives
• Conduct and document performance appraisals that are detailed, balanced and developmentally focused

The University expects Staff to:

• Actively participate in setting their objectives
• Communicate openly and often about progress on their objectives
• Raise any concerns they have about their ability to achieve performance standards or objectives
• Share their development and career interests with their manager

Form

The University has one recommended format for the Performance Appraisal Form, provided online.

This form is new for 2008 and consolidates the 5 forms we provided in the past. Those schools and departments who have already done work on an alternative form are not required to use the new form. However, the new form will be the recommended format from fiscal year 2009 and beyond.

Other Points to Remember

• Information contained in a performance evaluation is personal and will be treated with great sensitivity.
• Employees who disagree with their evaluation may express their comments in writing. These comments will accompany their supervisor's evaluation of them in department files or in the Performance Appraisal form. Human Resources will provide on-going support in the development and implementation of performance appraisal through the provision of: general training offered to all managers; job aids and online resources to help you in the process throughout the year.
• Please contact your Human Resources representative if you have any questions. 
• Each department and school should select and implement a process so that they will be able to complete their evaluations before determinations about salary increases are made for the new fiscal year. 
• Department HR managers or supervisors seeking guidance on performance appraisals may contact their HR Client Manager for assistance.