Talent Management

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Assessing Performance
This process allows us to reflect upon and comment on what has been accomplished in the prior year. This information should include those contributions and efforts that have contributed to achieving positive results, including handling our day-to-day work. It should also include the issues that presented specific challenges or opportunities for growth and development.

As we think about our accomplishments and challenges, it is equally important to reflect upon how the work was done.  The Performance Assessment Process provides the opportunity to consider how working in a mission informed and core values focused way has assisted in achieving positive results, or may be helpful in supporting the development and growth for the individual in the future.

The 2022 performance assessment process for staff and administrators begins on Monday, June 6th. Form(s) and performance management guidebooks can be found on ECHO. The College has transitioned to a new assessment form this year.  In partnership with the Employee Forum the Office of Human Resources and the Director of the Writing Center are providing training sessions for employees and managers. The training will review the timeline, forms, and tips to write an effective assessment and SMART goals. 

Performance Assessment Training for Employees- June 7th from 10- 11:30am
Performance Assessment Training for Managers- June 13th from 10- 11:30am

You may sign up for the performance training sessions here. 

If you have any questions, please contact the Human Resources Office at lemoynehr@lemoyne.edu.

 

Performance Assessment Timeline

Performance Management Task

Responsible Party

Due Date

  • Manager to Initiate PM Process.
  • Manager sends PM form to the employee to complete self-assessment.
  • Manager sends current job description to employee along with the PM form for the employee's review.

Manager

June 6th, 2022

  • Employee completes self-assessment on the PM form (Step 1) and reviews job description.
  • Completed self-assessment is submitted back to the manager.

Employee

July 1st, 2022

  • Manager reviews the self-assessment response from the employee.
  • Manager documents the prior performance period goals, including the progress and achievement of those goals.
  • Manager completes the PM form (Step 2), assigns a PM rating and drafts SMART goals to review with the employee.

Manager

July 29th, 2022

  • Manager schedules a meeting with the employee to review the PM assessment, PM rating and review goals for the upcoming assessment period.

Manager

August 12th, 2022

  • Manager submits completed PM form to appropriate division VP and HR.

Manager

August 19th, 2022

 


Performance Discussion Forms and Tools

Performance Management Review Form
Performance Management Guide
SMART Goal Development Guide
Performance Management Timeline

In order to provide additional resources for staff and administrators, the professional development fund was launched to lead to greater personal and professional growth. The Professional Development Fund is designed to expand professional development opportunities for Le Moyne College’s staff and administrators. This fund supports development activities that directly relates to staff and administrators job responsibilities.

Applicant eligibility

In order to be determined as eligible for this funding, an employee must meet the following criteria:

  • Must be a regular full-time staff or administrators
  • Must have completed six (6) months of employment prior to the event before applying.
  • The applicant must have completed all mandatory trainings required by the College (ie. IT training, Title IX & Sexual Harassment training).

Application Process

At least 10 days in advance of the professional development activity, the employee’s supervisor must submit the activity information, and an endorsement of the activity for approval from Human Resources through the PD Fund Submission Form, linked below.

To request fund, the following steps must be followed:

  1. Complete the Professional Development Funding Application.
  2. Applications must be completed according to the outlined application deadlines. Incomplete applications will not be considered. Late applications will be considered on a case-by-case basis.
  3. Applications are reviewed by Human Resources and all applicants are informed of the status of their application by the Office of Human Resources.
  4. Supporting documentation should be submitted with the application which includes the following:
  • A detailed description of the activity.
  • Written justification by the employee of how the activity is job-related.
  • Supervisor’s written justification supporting the request.
  • Document showing the activity’s date and other pertinent information.
  • Completed Budget Form.
  1. The Office of Human Resources will make the recommendation to approve, postpone, or reject any application.

For any staff or administrators interested in applying for the new professional development fund, please see the guidelines and application materials below:

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