Processes

Performance Management

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:

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:

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:

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 or 12 months and require periodic evaluation to determine if the employee will successfully complete the probationary period.

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.

Performance Partnership Program (PPP) Overview

Job Aid for the Performance Partnership Program (PPP) Performance Improvement Discussion (PID) Procedures.

Resources

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:

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:

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

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.