University Staff Coaching Guidance

During the Coaching Period:Ìý

  • Cornerstone task launched: January 15
  • Mid-year progress review
  • Conduct a with your employee
  • Have employees start to collect notes, assessments, data, peer reviews, etc.

Resources:

  • Supervisor cohort/peer group/guidance/support network

Suggested Trainings:Ìý

Coaching Reminders for Supervisors

To be an effective supervisor, you must engage with your staff mid-way through the performance cycle, in a coaching session. At least one coaching session per performance cycle is recommended for all university staff employees. The coaching discussion is a formal conversation during which supervisors and employees discuss performance as it relates to the goals and core competencies outlined in the employee's performance plan.  This is a crucial opportunity to formally check in with employees and engage in a two-way dialogue about how they are doing, clarify expectations, and make any needed changes to their goals.Ìý

Tips for Conducting Coaching DiscussionsÌý

  • Review Overall Performance
    Summarize the employee’s performance throughout the cycle, referencing any notes, coaching sessions, improvement plans, or disciplinary actions.
  • Evaluate and Update Goals
    Review all goals in the performance plan to ensure they remain SMART (Specific, Measurable, Attainable, Relevant, Time-bound). Adjust content, metrics, tasks, weights, or timeframes as needed.
  • Assess Support Needs
    Determine if timeframes should shift or if the employee needs additional training or resources.
  • Adapt to Change
    Remember, performance plans are dynamic and should reflect changes such as funding, FMLA, or strategic shifts.
  • Align with Institutional Goals
    Ensure the plan connects the employee’s work to institutional priorities. Revise if alignment is unclear.
  • Clarify Expectations
    Confirm that the plan sets clear expectations for work, development, and career growth. Add deadlines, metrics, and behavioral standards where needed.
  • Emphasize Competencies
    Highlight key competencies, including the new Inclusive Excellence competency. Clearly define expected behaviors and communication styles to support a professional environment.

For the most current 91¸£ÀûÉç campus performance management program information, forms, and user guides, please visit HR Performance.Ìý

For tips regarding supporting and developing employee learning and training in a virtual setting, please visit the 91¸£ÀûÉç Organizational Development site HEREÌý