A new Performance Management Initiative began in 2006 with the mission of transforming the existing performance appraisal process into a comprehensive performance management program. This initiative is called GPS which stands for:
The goals of the GPS Performance Management Program are staff development, improved individual accountability, and clearer differentiation of performance as a basis for the allocation of merit pay. To support these goals, the GPS Performance Management Program was designed by a cross-functional steering committee to provide:
- Clarity of key accountabilities for each individual employee
- Alignment of goals across individual, departmental, and institutional levels
- Focus on the critical priorities and needs of individuals, departments, and the institution
- Results-oriented efforts from individual employees, departments, and institution-wide.
Performance management is an ongoing process that begins with the provisional period of employment (for new employees) and continues with an annual cycle of setting expectations, ongoing tracking and feedback, and reviewing results.
The Performance Management Directory provides information and links to a variety of resources .