SPEC Kit 344: Talent Management · 135
NORTHWESTERN UNIVERSITY
Performance Excellence Handbook
3 Northwestern University Performance Excellence Handbook
Manager completes the year-end rating sections of the Performance Excellence
Annual Plan. To enhance this process, manager may do two things beforehand:
a) Ask employee to “self-review” by completing the year-end rating sections, and
b) Request confidential feedback about employee’s performance from others
(e.g., customers, colleagues, supply partners, supervisor, subordinates).
When determining the year-end ratings, manager considers the relative importance
of all performance objectives, Northwestern behaviors, and development objectives
and weighs them accordingly.
Manager and employee meet to discuss performance for the year.
Both manager and employee sign and date the form and keep a copy.
Manager sends the original to his/her HR consultant.
Stage 3:
Review performance
at the end of the year
(May)
The Performance Excellence Process, continued
Stage 2:
Discuss quarterly prog-
ress
Manager and employee meet to discuss quarterly progress, which is recorded and
updated by the employee (beforehand) on the Performance Excellence Annual
Plan (page 8). Manager edits as needed. Objectives and progress reports can be
adjusted at any time.
Manager gives feedback and guidance to help employee accomplish objectives and
demonstrate behaviors.
Tool: Giving Effective Feedback (page 7)
If performance becomes unsatisfactory any time, manager and employee explore the
nature of the situation, its cause, and its result. Manager gives additional feedback
and guidance to help employee accomplish objectives and demonstrate behaviors.
If performance is not raised and sustained, corrective action may be necessary.
Contact your HR consultant if you encounter this situation.
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