The Performance Management Process (PMP) is a critical part of developing staff and supervisors at the College. Regular developmental feedback supports growth and development, and aids staff in having a clear understanding of expectations and strengths. Engaging in the Annual Review Process, in addition to consistent one-on-one check-ins and the Mid-Year Check-In assists in establishing a mutual understanding of the responsibilities and performance expectations associated with a position. It provides a mechanism for clarifying how staff can best contribute to Amherst College’s strategic goals and mission. This process is also an opportunity to recognize accomplishments, highlight areas requiring improvement, and establish goals and development plans for the coming year.
Supervisors will be required to complete an annual review for each of their direct staff members.
What is new for 2023?
This year, you will see a shift in how to look back at the prior year and provide a reflection on work performed. In order to more accurately consider the purpose of the Annual Reflection and encourage a growth mindset, we have removed the “annual rating,” which was not focused on the work of the prior year, and have replaced it with a Benchmark Scale, that will more accurately provide feedback on work performed in the prior year.
The Benchmark Scale is as follows:
Did not meet performance goals and/or expectations for the year.
Did not fulfill responsibilities, or responsibilities were performed at an
Needs additional support to develop skills and/or knowledge to meet established standards and goals.
Inconsistent performance during the year.
Critical objectives were only partially met.
May need additional support to succeed in the role in the future.
Solid, consistent performance results during the year.
Achieved expectations on most critical objectives needed for success.
Shows positive change,
progress in ability, and
Contributed to the larger mission of the College through their work.
Achieved all goals and met or exceeded all expectations during the year.
The year resulted in notable high impact results, and excellent contributions to the larger mission of the College.
In 2022, we piloted eight Staff Core Competencies. Throughout the year, we convened focus groups and gathered feedback to better understand how these competencies might be honed to best meet the needs of staff and the College. This year, you will see seven updated Staff Core Competencies: Accountability, Collaboration, Communication, Continuous Learning, Inclusiveness, Position Specific and Technical Knowledge and Supervisory Skills (where applicable). To familiarize yourself with these competencies, please visit the Staff Core Competencies webpage.
We also are introducing new Benchmarks with which to reflect on how the competencies were demonstrated in the prior year. Remember, competencies are how work was done, not what work was completed. The new competency Benchmarks are as follows:
|Does Not Demonstrate
|No understanding of the competency, does not apply the competency in the workplace.
|Basic understanding of the competency, sometimes demonstrates the ability to apply it in the workplace.
|Demonstrates an understanding of and consistent ability to apply the competency in most situations in the workplace.
|Thorough understanding of the competency, demonstrates the ability to apply the competency creatively in the most complex and challenging situations
Please keep in mind the following:
- For 2023, the Annual Review will not be directly linked to compensation. However, participation is still required since the goal-setting included in this year’s Annual Review will drive the process going forward and will provide the foundation for the 2024 Annual Review.
- We will be utilizing Workday to complete the on-line performance management process, which provides an opportunity to review progress, modify and implement goals and celebrate accomplishments.