Performance Communication Process Office of Human Resources & Payroll 1

Points to Consider What is the Performance Communication Process and why do we do it? Why are these communications so difficult? Why does this process so often fail to meet its intentions? What are some common “errors” that occur during this process? 2

Worcester Polytechnic Institute Performance Communication Process VOICE – Virtue, Output, Integrity, Collaboration, Excellence Allows employees and supervisors to openly discuss feedback in a formal way Designed to highlight and support each person’s contributions to the WPI community Helps to measure skills, accomplishments, and developmental needs Provides an opportunity for goal setting for the year ahead 3

Worcester Polytechnic Institute Performance Communication Process Supervisors gain an understanding of each employee’s ever evolving strengths, abilities, and developmental needs Employees have an opportunity to assess their position and set goals for the upcoming year A careful review stimulates interest and motivation for improved job performance and professional satisfaction 4

Worcester Polytechnic Institute Common Struggles So why do we dislike performance reviews so much? ─ The process takes too long (good news, it is now much shorter!) ─ The process is pointless ─ Fear of confrontation 5

Worcester Polytechnic Institute Common Struggles What can we do to overcome these perceived roadblocks? ─ Ensure a thorough self communication form – take your time! ─ Toot your own horn – highlight your achievements ─ Be humble – if there is an opportunity for development, seize it ─ Keep an open mind ─ Maintain a positive attitude ─ Ask questions and carefully consider your supervisor’s comments and opinions ─ Give specific examples – keep emotions out of it 6

Worcester Polytechnic Institute Performance Ratings Trailblazer – Regularly goes above and beyond and surpasses expectations of the position Solid Performer – Consistently meets expectations and occasionally exceeds expectations Developing – Performing at an acceptable level of performance and requires development in an area Needs Improvement – Inconsistent performance and/or performing below expectations. 7

Worcester Polytechnic Institute An Effective Performance Appraisal … Acknowledges and celebrates strengths and accomplishments Provides honest feedback for areas needing improvement – focus on the future Clearly communicates expectations, and is part of the on- going communication between supervisors and employees Results in merit increases that truly reflect the performance of the individual 8

Worcester Polytechnic Institute Questions? Your VOICE will be heard! Thank You 9