Performance Management at Emerson College
Welcome to the Performance Management Website! Performance management, when done correctly, is an iterative process of expectation-setting, ongoing review, regular and honest feedback, and formal evaluations. The overall performance management cycle for staff at Emerson includes three components, as shown below. These components are Performance Planning/Expectation Setting, Ongoing Review and Feedback, and End of Year Evaluation. Everyone has an important role to play in performance management.
The performance evaluation process at Emerson is designed to support the broader performance management process and to increase communication between managers/supervisors and staff. There should not be any surprises when staff members receive their annual evaluations.
2013 - 2014 Performance Evaluations
Below are the key dates in the timeline for the 2013-2014 performance evaluation process. Once you have started the performance evaluation process, you may move through it as quickly as you wish. For a more detailed timeline, scroll to the bottom of this page and click on the "Detailed evaluation timeline" link. Also at the bottom of this page, you can find templates that you can use as drafts before you enter your information into the system.
Key 2014 Dates for All Staff
June 13th Self-Evaluation Due
*July 30th Acknowledge Finalized Supervisor Evaluation in System
August 8th Staff Member’s Draft of Next Year’s Plan Due
Key 2014 Dates for Managers
July 25th Supervisor Evaluation Due
*July 30th Acknowledge that Review Meeting Occurred
August 22nd Final Plan for Next Year Due (employee and manager must meet prior to this date)
*July 30th is the most important deadline in this evaluation process. On July 31st, the overall performance scores will be compiled and sent to the department leader (e.g. Vice President) as an input to their merit decisions. If a performance evaluation is not complete by the end of the day on July 30th, the individual's score will appear blank in that merit spreadsheet.
The Performance Management System
This year we are using a new performance management system, called PeopleAdmin, which is integrated with other HR systems. The link to the system is emerson.peopleadmin.com/portal. If you have never signed on to the PeopleAdmin system before, both your username and your password will be firstname_lastname. The new PeopleAdmin Performance Management System will generate reminders when you have action items pending.
You can access evaluations and performance plans from 2008-2013 in the previous Performance Evaluation System at any time. The link to the previous system is ecampus.emerson.edu/hr/performance_evaluations. The username and password for that system will be the same as your username and password for eCommon.
Templates/Forms for 2013-2014
The links below lead to templates that you can use to draft your inputs before you enter them into the system.
- Plan Form for 2013-2014 (this is a template that will show you what is on the plan form)
- Self evaluation form (this is a template that you can use to draft your self-evaluation before you enter it into the system)
- Performance evaluation form (this is a template that you can use to draft an evaluation before you enter it into the system)
- Plan Form for 2014-2015 (coming soon - this is a template where you can draft your plan for next year)
More Helpful Information
The links below lead to helpful instructions.
- Overview of Emerson's performance evaluation process
- Tips for writing your self evaluation
- Tips for writing a performance evaluation
- Tips for holding performance evaluation conversations
- Tips for setting individual goals
- How do individual goals support organizational goals?
- Detailed evaluation timeline for summer 2014
- Lynda.com's online course: Performance Review Fundamentals (this is generic but has some good information)
If you have additional questions about performance management or performance evaluations, please contact the Office of Human Resources at x8580.
HR will be available for coaching and system support throughout the performance management process. HR will also monitor the overall ratings for ratings for staff evaluations that fall below “Meets Expectations” and will follow-up with the supervisor to determine if a progressive performance management plan is necessary and/or if there are other opportunities for a formal development plan.