Performance Management Process

The PMP is a crucial tool to maximize staff engagement, performance, and development. Central to this process is the annual employee Performance Dialogue, which reviews past performance and identifies future development opportunities that are aligned to individual, unit, and university goals.

Successful performance management supports:

  • Cornell’s inclusion efforts
  • Proactive succession management
  • Aligns staff roles and goals with the university’s mission
  • Enhances full development and utilization of employee talent

Note: Performance Dialogue documentation is being moved to Workday for convenience and efficiency. At this time, supervisors may choose whether to complete PDs online or on paper. Read instructions for  submitting the Performance Dialogue in Workday.

PMP Resources

Tools

Writing a Ratings-free Performance Dialogue:  The goal for a ratings-free performance dialogue (PD) process is for supervisors to deliver more candid, specific, continuous feedback. This framework for writing the reviews is shared as a template for supervisors having conversations/giving feedback throughout the year and/or during the annual PD.

Skills for Success: Lists key skills Cornell employees are expected to demonstrate; these skills are evaluated as part of the PMP.

Leadership Skills for Success: Lists key leadership skills that employees, and especially supervisors, are expected to demonstrate. Supervisors are asked to rate their supervisors and managers on their ability to demonstrate these leadership skills. They are also encouraged to rate all staff on the leadership skills to help them understand where they doing well and may wish to further develop.

The Behavior/Results Matrix: Designed to help supervisors think through an employee’s behaviors in conjunction with their ability to achieve results in their work. As the matrix suggests, it is possible to model the Skills for Success, but have inconsistency in meeting the job responsibilities, or vice-versa. The intent is not to put an employee into a “box”, rather to guide a supervisor’s thinking as it relates to the spectrum of success in both aspects of performance.

Performance Dialogue Instructions (Paper) (pdf)

How to Complete your Performance Review in Workday (pdf)

FAQs related to Performance Reviews in Workday (pdf)

How to Add and Update Goals in Workday (pdf)

Goal Alignment Form (d0c)

Performance Appraisal for Staff in Bargaining Units (doc) for union employees

Staff Performance Improvement Plan (doc): This form is used to plan specific steps for improving staff performance that does not meet established standards and expectations in one or more significant position requirements.

Talent Management Matrix (pdf): Tool to assess an employee’s performance and potential.

Videos / Tutorials

PMP Roles

Staff Member Responsibilities:

  • Manage their performance and ask for feedback throughout the year
  • Demonstrate efforts to continuously develop skills
  • Assess their own performance in the Performance Dialogue (doc) (optional, depending on supervisor’s preference)
  • Collaborate with supervisor to complete Individual Development Plan (pdf) and/or Individual Goal Alignment (doc) (optional, depending on supervisor’s preference)
  • Provide feedback to your supervisor

Supervisor Responsibilities:

It’s important that supervisors give clear feedback, and that the PMP is conducted consistently across all units, with transparency, fairness, and efficiency.

  • Gather feedback for the staff member as agreed upon by the unit
  • Recognize  and reward  staff member
  • Talent discussion with leadership team to share staff performance and skill sets. For more details about talent discussion tools and recommendations, contact Jennifer Fonseca at 254-1635 or Kathy Burkgren at 255-7867.