Performance Management

HR / Payroll Services
Performance Management
Classification & Compensation Recruitment & Selection New Employee Onboarding
Performance Management Rewards & Recognition Learning & Development
Employee Relations Strategic HR Management Software Support
Performance Management Overview

Overview

The success of IANR is a direct result of the daily contributions of every employee. Our performance management process helps employees succeed by ensuring that we consistently set the right goals, align on expectations, and encourage ongoing communication between employees and managers.

IANR Performance Management Process

All Regular employees and their managers meet twice per year to discuss six open-ended questions, focusing on employee accomplishments, goals, and opportunities for growth and development (Temporary and On-Call staff are excluded). Conversations are summarized in the Perform system.

Performance Conversation OverviewRegister for Orientation

Performance Conversation Windows

September 15 – November 15
January 15 – March 15

Accessing the Performance Management System

Performance Conversation Process

  1. Employee schedules conversation
  2. Employee and manager prepare separately for the conversation (don’t submit notes in Perform)
  3. Face-to-face conversation takes place
  4. Employee summarizes conversation in Perform and submits to manager
  5. Manager reviews summary, adds comments, and returns to employee
  6. Employee acknowledges manager’s review

Performance Conversation Questions

  1. Do you feel you are important to the success of your team? Yes, Somewhat or No. Please elaborate. What could you or someone else do that might increase your feeling of importance to the success of the team?
  2. What accomplishments have you had since our last performance conversation? What do you hope to accomplish before our next performance conversation?
  3. What steps will you take to develop professionally within your current role before our next performance conversation? How can I help you in this process?
  4. What challenges are you facing today? How can your natural strengths and talents be used to overcome these challenges?
  5. Do my supervisor and I think my accomplishments align with what is expected for this position and our unit’s priorities? Yes, Somewhat, or No. Explain.
  6. How can I help you be your best?

Helpful Tips

Merit Info

Please review the following materials to assist in answering questions you might have regarding the merit process and merit conversation, and how these tie to the performance conversation.

For questions about performance management, please contact the IANR HR team at ianrhr@unl.edu, or Marci Sturek, HR Specialist, msturek2@unl.edu