Kim Morris Lee, Director, Organizational Effectiveness
Check-ins between managers and staff or between department chairs and faculty can become a structured dialogue centered on the key performance measures and the resources needed to support staff and faculty in achieving success at UIC. What actions can be taken across all employee groups, Civil Service, Academic Professionals and Faculty to foster engagement and workplace high-performance?
The current UIC Employee Performance Review Process (see graphic depiction below) encourages manager/staff expectation conversations throughout the academic year (AY). The process is developmental and designed to support high-performance in the workplace. Managers and supervisors committed to building strong teams and coaching staff to achieve results, meet with each staff member at the start of the AY to confirm job expectations. What actions need to be taken? What projects need to be completed? What assignments and tasks need to be addressed throughout the AY? What are the timeframes to address expectations? What is the impact to the department or unit if assignments, tasks, or projects are not completed in a timely manner?
Creating Expectations
Communicating and documenting the expectations for each team member is the foundation for building a strong team focused on department or unit results.
Providing Feedback
The practice of coaching direct reports, providing feedback and guidance throughout the year develops skills, confidence in abilities and knowledge necessary to complete job-related duties effectively. Management team members that focus on removing barriers for staff to accomplish day-to-day and long-term assignments are more likely to see expected results for department, unit or area.
