ࡱ> 02/y bjbj   >k}k} 77777KKKK WK^"kkkkkkkk"7kkkkk77kkkkkk7k7kkkkk:,Qk5?<Kk .0^RkQ7Qkkkkkkkkkkkk^kkkkkkkkkkkkk : IS Performance Management Policy Adapted from Guidelines for Effective Performance Management from the HR webpage: The purpose of performance management is to improve communication about performance between an employee and their supervisor. The performance management system at Wellesley College is designed to provide alignment between the Colleges mission, constituent needs and performance expectations. The program fosters ongoing two-way communication between employees and managers; supports the development of clear, consistent, and measurable goals linked directly to Wellesleys core values and competencies; helps to articulate and support training needs and career development; and establishes the criteria for making reward and recognition decisions. Effective performance management at Wellesley College begins with respect for one another and ends with excellence in performance. It is the responsibility of every supervisor to communicate on an ongoing basis with their employees. These conversations should provide clear and honest role expectations and feedback and should help identify improvement, development, and career issues. Each employee has a responsibility to participate fully in these conversations, be sure they understand their role responsibilities and expectations, and communicate any obstacles or training needed in order to perform their role at an optimum level. Following HRs model, the IS Performance Management Policy is designed to facilitate effective two-way communication between supervisors and employees throughout the year. In order to create a meaningful performance management process, effective communication must be a shared responsibility between employees and supervisors. The IS policy also seeks to establish a clear and consistent review process throughout the division. This policy is intended for all IS staff and is outlined below: It is recommended that supervisors use the Performance Management documents provided by the HR Valuing Work at Wellesley Program All IS staff are expected to participate in both a mid-year and annual review It is expected that annual reviews will occur before salary recommendations are submitted to HR Annual written reviews should reflect all written and oral feedback that has occurred throughout the year All managers are expected to review the Valuing Work at Wellesley documents on the HR webpage periodically and meet with an HR representative for further explanations on how reviews are conducted as needed To facilitate two-way communication, all staff are expected to include the following questions in their annual review. Please print these questions from the IS Org Docs conference on FC. These questions are to be filled out prior to your review and discussed between you and your manager during your review. The questions that will be included in this document are: What are the ongoing things that get in the way of your work? What can your supervisor do to help improve these problem areas? How would you describe your working relationship with your supervisor? Are there things that could be done to strengthen it in the service of achieving mutual goals? Updated on 3/19/09  !"/^ q@Ucg  #hur|źh}:h.CJaJ h.CJhBjh.CJhBjh.5>*CJhBjh.5CJh.5CJaJhIh.5CJaJ!"tu  pq@ IJstu$a$gd}: & Fgd`gd` & FgdI & Fgd3gdIgd. $^a$gdft$a$gd.gdIuvwxyz{|$a$gd}:<P1h:pz/ =!"#$% Dpj  666666666666666666666666666666666666666666 6666666666 666666666666 6666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~ OJPJQJ_HmH nH sH tH H`H INormal CJOJQJ_HmH nHsH tHDA D Default Paragraph FontRiR 0 Table Normal4 l4a (k ( 0No List 4>@4 I0Title$a$5CJ D/D I0 Title Char5CJOJQJ^JaJ@@@ 30List Paragraph ^H"H .0 Balloon TextCJOJQJ^JaJZ/1Z =r0Balloon Text Char CJOJQJ^JmHnHsHtHPK![Content_Types].xmlj0Eжr(΢Iw},-j4 wP-t#bΙ{UTU^hd}㨫)*1P' ^W0)T9<l#$yi};~@(Hu* Dנz/0ǰ $ X3aZ,D0j~3߶b~i>3\`?/[G\!-Rk.sԻ..a濭?PK!֧6 _rels/.relsj0 }Q%v/C/}(h"O = C?hv=Ʌ%[xp{۵_Pѣ<1H0ORBdJE4b$q_6LR7`0̞O,En7Lib/SeеPK!kytheme/theme/themeManager.xml M @}w7c(EbˮCAǠҟ7՛K Y, e.|,H,lxɴIsQ}#Ր ֵ+!,^$j=GW)E+& 8PK!Ptheme/theme/theme1.xmlYOo6w toc'vuر-MniP@I}úama[إ4:lЯGRX^6؊>$ !)O^rC$y@/yH*񄴽)޵߻UDb`}"qۋJחX^)I`nEp)liV[]1M<OP6r=zgbIguSebORD۫qu gZo~ٺlAplxpT0+[}`jzAV2Fi@qv֬5\|ʜ̭NleXdsjcs7f W+Ն7`g ȘJj|h(KD- dXiJ؇(x$( :;˹! I_TS 1?E??ZBΪmU/?~xY'y5g&΋/ɋ>GMGeD3Vq%'#q$8K)fw9:ĵ x}rxwr:\TZaG*y8IjbRc|XŻǿI u3KGnD1NIBs RuK>V.EL+M2#'fi ~V vl{u8zH *:(W☕ ~JTe\O*tHGHY}KNP*ݾ˦TѼ9/#A7qZ$*c?qUnwN%Oi4 =3ڗP 1Pm \\9Mؓ2aD];Yt\[x]}Wr|]g- eW )6-rCSj id DЇAΜIqbJ#x꺃 6k#ASh&ʌt(Q%p%m&]caSl=X\P1Mh9MVdDAaVB[݈fJíP|8 քAV^f Hn- "d>znNJ ة>b&2vKyϼD:,AGm\nziÙ.uχYC6OMf3or$5NHT[XF64T,ќM0E)`#5XY`פ;%1U٥m;R>QD DcpU'&LE/pm%]8firS4d 7y\`JnίI R3U~7+׸#m qBiDi*L69mY&iHE=(K&N!V.KeLDĕ{D vEꦚdeNƟe(MN9ߜR6&3(a/DUz<{ˊYȳV)9Z[4^n5!J?Q3eBoCM m<.vpIYfZY_p[=al-Y}Nc͙ŋ4vfavl'SA8|*u{-ߟ0%M07%<ҍPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-![Content_Types].xmlPK-!֧6 +_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!Ptheme/theme/theme1.xmlPK-! ѐ' theme/theme/_rels/themeManager.xml.relsPK]  u ] Yp><$!I ^`OJQJo(^`^Jo(. p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo( ^`OJQJo( ^`OJQJo(o p^p`OJQJo( @ ^@ `OJQJo( ^`OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o P^P`OJQJo(><]                   !)&zUP'MW)+0S3i^69}:7`GiBj=r*|II`.RV._goYPjg\3U`{ft @ 8@Unknown G* Times New Roman5Symbol3. * Arial7.{ @Calibri?SimSun5.*aTahoma;Wingdings?= * Courier NewA BCambria Math"hsԆsԆ3&!0@$P I!xx IS Performance Management Policymfuccikthompso  Oh+'0  4@ d p | $IS Performance Management PolicymfucciNormal_Wordconv.dotm kthompso2Microsoft Office Outlook@G@2dӶ@:_@:_՜.+,0 hp  Wellesley College !IS Performance Management Policy Title  !"#$%&()*+,-.1Root Entry FaF<31TableWordDocument>SummaryInformation(DocumentSummaryInformation8'CompObjy  F'Microsoft Office Word 97-2003 Document MSWordDocWord.Document.89q