Ongoing feedback is essential for year-round performance management. Staff and supervisors share the responsibility of monitoring performance and initiating conversations about it.
Employees and managers are encouraged to talk about performance a minimum of four times per year. You should be tracking performance of ongoing key accountabilities and progress towards the goals that you and your supervisor have established together. It is the supervisor's role to provide coaching and balanced feedback on a regular basis.
If an employee receives an overall performance rating of "needs improvement" or "unsatisfactory," that employee will work with his or her supervisor to develop a Performance Improvement Plan. Please contact Linda Lefever or Lori Claudio for assistance.
In addition to the quarterly performance discussions that are expected to happen throughout the year, there is also a formal annual performance process - the Online Performance Draft Book. New employees and employees who transfer to a new position within Lehigh receive documented feedback after the six month provisional period of employment.