Performance Planning is the first phase of the performance management process and is typically completed during the month of November each year. The purpose of this phase is to establish a performance plan for each employee for the upcoming year.

To establish the performance plan, a supervisor will use the Certifying a Position Description process in the PAPERS software program. The planning process calls for a review of and appropriate revisions to the following information:

• Position Details
• Work Description and Performance Plan (Department objective, chief objective of the position, qualifications for the position)
• Core Responsibilities and Major Job Functions
• Special Assignments
• University/Departmental Competencies
• Development Plan
• Confidentiality and Compliance Statement
• Physical Demands Form

Ideally, the planning will occur as a collaborative process between supervisor and employee.  The goals and standards that are established should be specific, measurable, realistic and related to the department objective and chief objective for the position.

Special Assignments - These are typically "add-on" assignments that occur during the performance cycle after the position description/performance plan has been certified.

University/Departmental Objectives – Two University objectives are mandatory for all classified employees - standards for customer relations and compliance with the Code of Ethics.  Additional unit-specific objectives may be added.