402. Performance Planning and Management
Santa Clara University seeks to ensure that employees perform their jobs to the best of their ability, and that they be recognized for good performance and receive appropriate coaching and counseling when improvement is necessary. Performance planning is fundamental to good personnel management.
Performance planning requires clear communication of performance standards, goals and objectives of the University. Performance management measures performance results against expectations, standards and goals.
Santa Clara University advocates performance planning and management designed to enhance the performance and development of all employees.
Following successful completion of the introductory period, employees engage in ongoing communications with their supervisors regarding performance expectations, goal setting, and professional development. A periodic mutual review of the employee’s position description is encouraged to insure the accuracy of the position description and to establish a basis of communication for goal setting in performance planning. Annual performance reports are filed with Human Resources for use in determination of annual salary increases, and for training and development needs analysis and planning.
Regular performance discussions between the supervisor and the employee are scheduled to review performance goals, and results. (Annually, these discussions may be documented.) Employees or supervisors are expected to refer any performance disagreements to the second level supervisor for advice and resolution.
Department heads and supervisors are responsible for conducting the performance planning and management cycle annually. Employees are responsible for maintaining open communication with their supervisor and participating in performance management during performance planning, goal and expectation setting times in the cycle.
Contact Human Resources if you have questions pertaining to this policy or would like more information regarding performance planning. See also Corrective Action for Performance Problems (310) and Conflict Resolution (309).
Policy Approved: October 23, 1998
Last Updated: November 5, 2018
Last Reviewed: June 30 2022
Maintainer: Human Resources