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 Discussion 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.
Since 2019, the College has been transitioning from one assessment form to another. This will be the final year with the old form. Managers and their teams have the option this year to use the previous form or the new one. Training can be provided for teams that would like to learn more about the new form by contacting Human Resources at lemoyneHR@lemoyne.edu and scheduling a training session.
The new form is based on the Ignatian Pedagogical Paradigm (IPP), a five-step collaborative process where one accompanies another in growth and development. Often considered a hallmark of Jesuit education, the IPP is a way of teaching and learning adapted from the Spiritual Exercises of Ignatius of Loyola. The intention of this form is to develop a feedback process rooted in coaching.
|2021 Performance Discussion Schedule
||Performance Discussion Process begins
|June 7- July 2
Employee completes self-assessment
Employee forwards self-assessment to their supervisor
Employee and supervisor schedule a performance discussion
|July 5 - July 23
||Supervisor and employee have a conversation about the self-assessment before the supervisor completes their section
|Supervisor completes their section of the assessment
Supervisor provides a copy to the employee (a 2nd conversation may be needed)
Employee signs the completed assessment Supervisor sends the signed copy to the divisional vice president
|Vice Presidents review all completed performance assessments
Vice Presidents send completed assessments to Human Resources
||Vice Presidents submit all completed assessments to Human Resources
Performance Discussion Forms
Performance Discussion Form
IPP Professional Development (New Form)