New! Pilot Tools for Performance Development!
After hearing from the community, Human Resources is providing some new forms to use in the Performance Development process. It is up to each department to decide whether to use the standard forms or the forms below:
We’d love to get your feedback on these new forms. Everything else about the process remains the same, so you can use the information below to find out more about the process and best practices to get the most value out of it.
We have thought long and hard about Performance Development during the COVID-19 Pandemic. We’re aware that a retrospective review of performance under these extraordinary circumstances may not be appropriate for some roles or in every department. Similarly, with so many uncertainties ahead of us, future goal setting can also be a challenge. We want to acknowledge that we heard loudly and clearly from staff that full participation in the performance development program is essential to make our workplace more equitable. We are consciously waiting until we arrive at more normal work conditions before we attempt to make progress towards that goal.
We thank you for all you continue to do to support the college and each other in these complex times.
Danielle Gonzalez, Chief Human Resources Officer
What is Performance Development?
Performance Development is an ongoing process that involves both the employee and their supervisor, and one that focuses on the development of the employee as a professional over time. The Performance Development Program provides a structured process, tools, forms, and other resources to facilitate effective communication about performance between supervisors and staff.
Why Do We Do Performance Development?
Williams College recognizes that people are its most valuable resource. Every employee deserves to have quality conversations with their supervisor about their performance throughout the year, and a quality performance evaluation at least once a year. Performance Development is intended to improve communication between supervisors and employees, and to make the college and its staff the best that they can be.
The Performance Evaluation Cycle
While performance development occurs throughout the entire year, formal performance evaluations occur annually. Departments choose from among three schedules for completing the process. This provides more flexibility for departments to be able to assess performance when it makes the most sense to do so: looking across an academic year or a fiscal year, or using downtime (for those who have it) during Spring Break to wrap up the process. Here are the three schedules, with their associated review periods and due dates:
|Schedule||Plan Year||Evaluations Due|
|Fiscal Year||July 1 to June 30||August 31|
|Winter Study||January 1 to December 31||January 31|
|Spring Break||March 1 to February 28||April 10|