Performance Management

 

Performance management at Quinnipiac is about helping to ensure that our employees get the feedback and development they need to succeed now and in the future. The Office of Human Resources strives to support performance management practices that are about helping people be their best everyday--and also prepare for the ever changing needs in our work place.

Goal setting, frequent check-ins and necessary shifts, learning and development opportunities (see HR's Professional Development Center) and coaching are critical elements of our employees' experience and success. Quinnipiac requires an annual performance appraisal for full time faculty and non union staff(faculty see the Faculty Handbook; union members see the respective bargaining unit's contract).

Quinnipiac Core Competencies (https://app.performanceculture.com)

The behavioral core competency framework is designed to be used by all departments throughout the University for administrators and non-union staff evaluations. The competencies and their “behavioral indicators” define what each employee needs to be successful and to contribute to the University’s mission, vision and values.

A competency is an attribute, knowledge, skill, ability or other characteristic that contributes to successful job performance. Behavioral competencies are observable and measurable behaviors, skills, abilities or other characteristics that contribute to individual success in the University. These competencies can apply to all positions and describe what is required to be successful as an individual, not a specific job.

Six core behavioral competencies have been identified for success for all University employees and are to be used in the Performance Management System and Performance Appraisal form. These six competencies are:

1. University Values

2. Communication

3. Service Orientation

4. Job Knowledge/Self Development

5. Collaboration/Teamwork

6. Managing Performance

 

Behavioral indicators (examples) for each of the core competencies are defined on the following pages:

• Behavioral examples of the competencies are provided using a star rating on the performance rating scale (Needs Improvement - 1 or 2 stars, Meets Expectations - 3 stars, Exceeds Expectations - 4 or 5 stars)

• These are examples of what behaviors could look like and are not inclusive of all behaviors that demonstrate each level of performance for the competency. This is a tool to help guide evaluations of employee performance and should not be used as a checklist for behaviors.

We have partnered with Performance Culture to provide a simple to use software platform to create a centralized, efficient system.

The performance standards consist of three categories which range from Improvement Needed, Meets Expectations, Exceeds Expectation. Please note that the target goal and the most common performance standard given across all areas should be Meets Expectations. While the “Meets Expectations” performance standard is in the middle of the five categories, it should not be seen or interpreted as an “average” evaluation – in fact, it means you’re doing exactly what is expected of you in that particular professional competency area. The “Exceeds Expectations” should be reserved for work which is consistently and significantly above and beyond expectations in a particular area. Understanding the three categories of performance standards, particularly the “Meets Expectations,” is critical in these conversations so we can be open, honest, and best advocate for our team members.