Managing Employee Performance
In the realm of Performance Management, our focus is on supporting the continuous enhancement of individual, team, and organizational performance. We strive to drive future-focused success by leveraging insights from current work to inform strategic planning encompassing goals, accountabilities, inclusion, innovation, and collaboration. Central to our approach is the development and management of a workforce that not only embodies heightened engagement but also prioritizes results-oriented and collaborative efforts. Through these endeavors, our goal is to establish a comprehensive framework that fosters sustained success and excellence in performance across all levels of the organization.
Resources
Employees are always encouraged to resolve concerns at the lowest possible level within their respective organization. Concerns can often be resolved when employees speak directly to their immediate supervisor. It is often the case that colleges, departments, and administrative units have bylaws that outline processes to address concerns. Illinois Human Resources is available as a resource to help employees determine resources that are available to them.
One specific resource available to Faculty is the Faculty Advisory Committee (FAC).
Supervisors should contact Illinois Human Resources with questions related to performance management. IHR can provide template communications that help supervisors relay workplace expectations on subjects related to:
- Productivity Management
- University Code of Conduct
- Special Situations and Workplace Violence
- Discrimination and Harassment
Specific information about performance management can be found at:
List of All Provost Communication
(Related Provost Communications #9, #10, #12, #13, #21, #23, and #24).
Contact Information
Specific labor and employee questions should be directed to:
Labor & Employee Relations
ihr-ler@illinois.edu
217-333-3105
Resources
Employees are always encouraged to resolve concerns at the lowest possible level within their respective organization. Concerns can often be resolved when employees speak directly to their immediate supervisor. It is often the case that colleges, departments, and administrative units have bylaws that outline processes to address concerns. Illinois Human Resources is available as a resource to help employees determine resources that are available to them.
One specific resource available to Academic Professionals is the Council of Academic Professionals (CAP).
Supervisors should contact Illinois Human Resources with questions related to performance management. IHR can provide template communications that help supervisors relay workplace expectations on subjects related to:
- Rewards and Recognition
- Attendance Management
- Productivity Management
- University Code of Conduct
- Special Situations and Workplace Violence
- Discrimination and Harassment
Specific information about performance management can be found at:
List of All Provost Communication
(Related Provost Communications #11, #22, and #24).
Contact Information
Specific employee relations questions associated with Academic Professionals should be directed to:
Labor & Employee Relations
ihr-ler@illinois.edu
217-333-3105
Resources
Employees are always encouraged to resolve concerns at the lowest possible level within their respective organization. Concerns can often be resolved when employees speak directly to their immediate supervisor. It is often the case that colleges, departments, and administrative units have bylaws that outline processes to address concerns. Illinois Human Resources is available as a resource to help employees determine resources that are available to them.
Collective Bargaining Agreement
Visiting Academic Professionals are covered by a collective bargaining agreement with the Visiting Academic Professionals Association (VAP). A copy of the collective bargaining agreement can be found at:
Visiting Academic Professionals (VAP) Contract
Supervisors should contact Illinois Human Resources with questions related to performance management. IHR can provide template communications that help supervisors relay workplace expectations on subjects related to:
- Rewards and Recognition
- Attendance Management
- Productivity Management
- University Code of Conduct
- Special Situations and Workplace Violence
- Discrimination and Harassment
Specific information about performance management can be found at:
List of All Provost Communication
(Related Provost Communications #11, #22, and #24).
Contact Information
Specific employee relations questions associated with Academic Professionals should be directed to:
Labor & Employee Relations
ihr-ler@illinois.edu
217-333-3105
Probationary Evaluations
Civil Service Employees Serve a Probationary Period in each new classification. Probationary periods are either 6 months
- 6 Month Probationary Civil Service Employee Performance Evaluation
- 12 Month Probationary Civil Service Employee Performance Evaluation
Performance Partnership Program (PPP)
The Performance Partnership Program (PPP) is a performance management system for all civil service employees that incorporates a positive approach to solving performance problems as well as recognizing and encouraging good performance.
PPP emphasizes:
• Mutual Respect
• Effective Communication
• Constructive Feedback
• Employee Responsibility
• Commitment to High Work Standards
• Positive Reinforcement
PPP is designed to correct performance deficiencies and build commitment through coaching and counseling in a respectful, non-threatening way. It eliminates the use of punishment as a means to correct problems. Ultimately, the program is intended to create an environment that is conducive to employees making positive changes in their performance and sustaining those changes.
Positive Steps:
1. Positive Contact
2. Positive Recognition
Corrective Actions:
Informal
1. Constructive Contact
2. Performance Improvement Discussion (PID)
Formal
3. Work Performance Reminder (WPR)—Active for 6 months*
4. Written Reminder (WR)—Active for 1 year*
5. Decision Making Leave (DML)—Active for 2 years*
*Provided there is no other formal corrective action during this time period.
Job Aid for the Performance Partnership Program (PPP) Performance Improvement Discussion (PID) Procedures.
- Performance Evaluation for Non-Probationary Employee Form
- Open Range Performance Evaluation Program Optional Employee Worksheet
- Performance Review for Civil Service Employees
Contact Information
For more information about the program, manual/templates for supervisor use, or questions, contact Angela Reggans, (217) 333-3105.
Collective Bargaining Agreement
Teaching Assistants and Graduate Assistants (Administrative) are covered by a collective bargaining agreement with the Graduate Employees Organization (GEO).
Resources
Supervisors should contact IHR with questions related to performance management. IHR can provide template communications that help supervisors relay workplace expectations on subjects related to:
- Rewards and Recognition
- Attendance Management
- Productivity Management
- University Code of Conduct
- Special Situations and Workplace Violence
- Discrimination and Harassment
Contact Information
Specific labor and employee relations questions associated with Teaching Assistants and Graduate Assistants (Administrative) should be directed to:
Labor & Employee Relations
ihr-ler@illinois.edu
217-333-3105
Performance Management
Supervisors should contact IHR Labor & Employe Relations with questions related to performance management. IHR can provide template communications that help supervisors relay workplace expectations on subjects related to:
- Rewards and Recognition
- Attendance Management
- Productivity Management
- University Code of Conduct
- Special Situations and Workplace Violence
- Discrimination and Harassment
Contact Information
Specific labor and employee relations questions associated with Research Assistants and Pre-Professional Graduate Assistants should be directed to:
Labor & Employee Relations
ihr-ler@illinois.edu
217-333-3105
Planning & Setting Goals
- Job Descriptions
- Core Competencies
- Goals and Objectives
- Setting Goals and Managing Performance (E-Learning Course)
- How Effective Goal Setting Motivates Employees (Article)
- Developing SMART Goals (PDF)
Performance Management and Development
- Building a Coaching Culture: Improving Performance Through Timely Feedback (E-Learning Course)
- Give Compassionate Feedback While Still Being Constructive (Article)
- When to Coach and When Not To (Article)
- Coaching Skills for Leaders and Managers (E-Learning Course)
- Managing Employee Performance Problems (E-Learning Course)
- Managing High Performers (E-Learning Course)
Performance Reviews
Example Evaluation Instruments
- 6 Month Probationary Civil Service Employee Performance Evaluation
- 12 Month Probationary Civil Service Employee Performance Evaluation
- Sample Academic Professional Review (structured)
- Sample Academic Professional Review
- Academic Professional Employee Review Letter Template (minimally structured)
- Sample Optional Employee Worksheet
Additional Resources
- 5 Tips for Conducting Effective Virtual Performance Reviews (Article)
- Virtual Performance Reviews and Feedback (E-Learning Course)
- Performance Management Evolves (Article)
- Reinventing Performance Management (Article)
- How to Handle Difficult Conversations at Work (Article)
Discipline Processes
Performance Management
In alignment with the Provost Communications, the Performance Partnership Program (PPP) and Cornerstone Performance, our approach is grounded in driving future-focused success. We understand the importance of clear and effective communication, and to facilitate this, we provide assistance to align with the university’s performance management initiatives.