Performance Management

Division: 

Administration & Finance

Department: 

Human Resources

Contact Information: 

Labor Relations / (415) 405-3712

Effective Date: 

Saturday, May 1, 1999

Revised Date: 

Tuesday, June 1, 2004

Authority: 


Objective: 

It is the philosophy of San Francisco State University and the California State University System, in conformance with the California Education Code, Title 5, and Collective Bargaining Agreements, to follow a program of performance management that incorporates planning, measurement, feedback and continuous development.


Statement: 

PHILOSOPHY

The pace of change at the University is ever quickening. Demands and expectations for each of us are also ever changing, thus making communication at all levels of the University vital to our effectiveness.  Efficient University organizations realize that ongoing assessment of objectives is essential to achieving them.  Effective University organizations know that building work relationships is essential to achieving results.  Successful University organizations put into practice what they realize and know.  Performance appraisal models provide a way for assessing achievements, building relationships and putting into practice principles and strategies that lead to success.

There is no one perfect performance appraisal model.  Rather certain principles and strategies, if present in a process, can have a lasting positive impact on the University and the individual.  A performance management program provides the opportunity to identify shared goals, objectives, standards and expectations as well as measure results through shared responsibility.   The success of a performance management program is dependent on an environment perceived to be fair, equitable, timely and consistent. Frequent clear and unambiguous communication is crucial to that perception.  Such an environment fosters trust among those exchanging feedback.  Also, adequate resources must be available to recognize individual and group contributions.

It is the philosophy of San Francisco State University and the California State University System, in conformance with the California Education Code, Title 5, and Collective Bargaining Agreements, to follow a program of performance management that incorporates planning, measurement, feedback and continuous development.

Principles and strategies that serve as a foundation of a successful performance management program include:

  • Performance Management is an ongoing responsibility of the manager and an employee
  • Focus is on the quality and timeliness of communication—not on forms and procedures
  • Goals and objectives are set by individuals committed to achieving them
  • The manager creates an environment that allows an employee to grow and develop
  • The employee takes ownership for own growth and development
  • Describing the kind of behavior, style and approach desired in work is as important as the productivity or results desired

 

PROGRAM

Performance Management is a set of ongoing processes needed to define and plan performance, to develop the skills, knowledge and abilities to perform as planned, to facilitate self assessment, to review and record performance, and to reward performance.

Performance evaluation provides a periodic opportunity for communication between the person who assigns the work, and the person who performs it, to discuss what they expect from each other and how well those expectations are being met.  Performance management may allow for self assessment as well as supervisory review.   It also serves as a basis for recommending a Performance Based Salary Increase and a written performance evaluation is required prior to awarding a Performance Based Salary Increase.

SCOPE

These guidelines apply to all staff employees covered by collective bargaining agreements and to employees in designated confidential positions.  These guidelines do not apply to individuals hired as faculty, employees hired as administrators in the Management Personnel Plan (MPP) or those in excluded classifications, e.g., student assistants, work-study, graduate assistants, special consultants, etc.

Where the provisions of this policy and procedure are in conflict with the Collective Bargaining Agreements reached pursuant to Chapter 12, (commencing with Section 3560) of Division 4 of Title I of the Government Code, the Collective Bargaining Agreements shall take precedence.  Consult the applicable bargaining unit agreement for specific procedural requirements.

The unit administrator is responsible for communicating job expectations, developing performance plans and evaluating the employee’s performance.  Assistance in the process may be provided by the employee’s immediate supervisor who assigns and reviews the employee’s work.  The immediate, first-line supervisor may or may not be in a bargaining unit.

 

Procedures:

 

Performance Management Guidelines

http://hr.sfsu.edu/Labor_Compliance_ProfDev/emp_relations/hr_Directives/P530

 

Performance Evaluation form http://hr.sfsu.edu/hr/Labor_Compliance_ProfDev/emp_relations/hr_Directives/instruct