Performance Management

This ongoing process is used to strategically guide employees’ goals and activities by providing clear performance objectives, coaching, feedback and recognition for outstanding work.

Why Review

Performance reviews at Champlain College serve a dual purpose: providing employees with constructive feedback on their work and aligning individual goals with the College’s broader objectives. This process ensures that employees understand how their contributions contribute to Champlain’s success while receiving valuable insights into their performance, fostering a shared sense of purpose and communication within the college community.

Objectives

Highlight accomplishments/respect the work that has been done
Touch point opportunity focused on performance
Recognize professional development – past and plan for the future
Foster consistency and accountability across the institution
Align the institution on priorities
- Champlain College Mission and Vision
- 2030 Strategic Plan Institutional Priorities
- Department Goals
- Individual Employee Goals
- Individual Performance and Development Planning

2024 Performance Management & Planning Timeline

Date	Task
April 18 – May 10	Employee completes Individual Performance Review and Planning Form and sends to their manager
Upon Receipt – May 24	Manager writes comments within Review in response to individual comments Sends to next level manager/VP (Next tier manager/VP has a maximum of 5 days to review and provide suggestions back to Manger)
Thru June 12	Manager and Employee discussions held
By June 13	足彩胜负14场ed Performance Review Documents uploaded to Oracle by the Employee Process completed

Evaluation Forms

These easy-to-use forms are designed for faculty faculty and staff. Whether it’s annual evaluations, multi-year assessments, or performance reviews, our tools make the process straightforward.

Instructions

Your Performance Review is an opportunity to discuss accomplishments, progress on goals, overall performance, individual and team contributions, professional development and areas for growth. The written summary supports communication and useful feedback that we can continue to build on in the months and years to come.

The Employee saves a copy of this form, completes the form, and then sends it to their Manager. The Manager provides written feedback in each section. The Manager will then send it to their next tier Manager/VP for comments, suggestions and approval. Manager and Employee will then schedule a conversation to review the written feedback together.

This performance review covers three topical areas:

Part I – Annual Goals
1. Enter the goals you set for the year and describe the progress made in achieving those goals.
2. Enter up to six Individual Performance Goals.
3. Includes:
  - Diversity, Equity, Inclusion & Belonging Goal Common Goal for All Employees
  - Individual Performance Goals
Part II – Professional Development

Describes what areas you developed professionally during the last year and what areas you would like to further develop in next year.
Part III – Annual Reflection

Reflects on your year and anything else you feel is important to share about your contributions and experience
足彩胜负14场ature Page & Acknowledgement of Receipt

Both Employee and Manager sign and date the document to acknowledge participation.

Tips

Gather your inputs in advance (ex – goals)
No goals (yes, this does happen). Evaluate the most important activities that took place over the course of the year
Write short, concise statements – we aren’t looking for a “book”
Be thoughtful, but don’t over think

Your 1:1 Discussion

This may replace a normally scheduled 1:1 meeting
Typically will last between 45 – 90 minutes
This is intended to be a discussion – with sharing of perspectives
Some managers may provide the written document in advance; others will provide it in or after the meeting
Be prepared and ready for the discussion

Resources

Last years performance evaluation
Goals established for this year
Your manager
People Center
How to Write SMART Goals: Defining Specific, Measurable, Achievable, Relevant & Time-Bound parameters as they pertain to your goal helps ensure that your objectives are attainable.

People Center

Location

Miller Center at Lakeside Campus
Third Floor Room 331
175 Lakeside Ave, 足彩胜负14场, VT 05401

Office Hours

Monday – Friday
8:00 AM – 5:00 PM