Performance Management at CMU
In the dynamic landscape of higher education, it is pivotal to ensure that all staff members are performing at their best.
Our goal is to provide a deep understanding of the performance management processes that underpin our university's commitment to excellence, from self-evaluations to performance review discussions. By exploring these elements, we aim to highlight best practices, identify areas for improvement and emphasize how effective performance management can drive individual, team and university success.
The "Why?"
Performance management is important for many reasons. At CMU, we use the performance management cycle to:
- Optimize job performance.
- Maintain alignment with the university's vision, mission and goals.
- Support staff in the accomplishment of job functions and goals.
The university's performance timeline spans from April 1 – March 31 annually. Check out this year's performance management timeline below and click the links to jump to any section.
For employees who are new to their role, please follow the Provisional Review Process.
Resources and Support
- Performance Management Resources — for a comprehensive list of guidance, guides and templates related to all aspects of the performance management process.
- Performance Management FAQs — for questions not covered on this page.
- Compensation page — for questions about compensation and merit processes.
- Staff Performance Management Guidelines [pdf] — explore CMU's principles for staff performance management in depth.
- Contact your HR business partner — for additional guidance throughout any parts of the performance management cycle.
Do your duty and a little more and the future will take care of itself.
– Andrew Carnegie
Timeline
Employees Enter Goals
May 6 – July 12, 2024
Supervisors Review and Approve Goals
July 15 – July 29, 2024
Goal Setting
The Basics
Goal setting is a key part of the performance management process.
Keep in mind ...
- Set SMART goals: Specific, Measurable, Achievable, Relevant and Time-bound.
- Partner with your supervisor to create goals that focus on your job responsibilities, team objectives, CMU's strategic plan as well as your professional development.
- The goals you set help guide your work throughout the performance year.
Learn More
Take Action
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During the annual goal setting process, head to Workday and set your goals for the year.
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Outside of the annual process, check back in on the progress you have made toward your goals and update milestones where necessary.
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Supervisors: review and approve goals, providing feedback and support to your staff. Check out this discussion for more supervisor tips: Setting Goals and Managing Performance
Solidify your success ...
Self-Evaluations
The Basics
Your self-evaluation is an opportunity to reflect on how you show up at work. This is a chance to revisit your goals for the performance year.
Think about ...
- Did you meet your goals?
- What were your biggest accomplishments?
- What challenges did you overcome?
Learn More
Take Action
During the self-evaluation process, head to Workday and get started.
Solidify your success ...
Supervisor Evaluations
The Basics
Supervisors, take the time to review your employee’s self-evaluations and think about how they met their goals and job responsibilities.
Think about ...
- What are their biggest accomplishments?
- How did they overcome challenges?
- What do you look forward to seeing from them in the next year?
Learn More
Take Action
During the supervisor evaluation step, head to Workday and get started.
Solidify your success ...
Calibration
The Basics
Calibration ensures consistent standards and application guidance for performance ratings during the review process. It is important to note that each college or division may handle calibration differently.
Those involved in the calibration process should ...
- Conduct robust performance discussions with the calibration group.
- Compare ratings and make adjustments where necessary.
- Await next-level supervisor and college/division leadership review before the distribution of ratings.
Learn More
Take Action
Supervisors participating in calibration can head to Workday and get started or await specific instructions from their HR business partner.
Solidify your success ...
Performance Discussions
The Basics
Supervisors must communicate approved evaluations, using them to fuel the performance discussion and plan for the next cycle. Engage in conversations with your team throughout the year to drive staff performance, development and engagement.
Supervisors should ...
- Define the discussion by identifying the key performance expectations outlined in the annual performance plan. Consider both the "what" and the "how" of the employee's performance as both are crucial.
- Address any professional development goals established in the annual performance plan and any performance improvement plans in effect during the review period.
- Document and share with the employee via the performance review form in Workday.
Learn More
Take Action
Discuss performance with your employee(s), then head to Workday and document the conversation.
Solidify your success ...
Provisional Reviews
The Basics
Provisional Reviews are an important part of performance management at CMU that happen between supervisors and employees who are new to their roles or teams.
Supervisors will receive prompts to complete a three-month (midpoint) Provisional Period Check-In and six-month Provisional Period Review in Workday. These evaluations are designed to assess and support their employee’s professional growth.
Supervisors should ...
- Focus on what is going well.
- Share opportunities for growth and improvement.
- Set expectations for moving forward.
Learn More
Take Action
Have the conversation with your new employee! Get it started with some open-ended questions:
- "How are you feeling about your first 90 days in the role?"
- "How is your onboarding going?"
- "So far, is the job what you expected it to be?"
Once you wrap up, head to Workday to easily document the results of the review.