|This policy applies to:
The performance management process provides an opportunity for the employee and the manager to agree upon performance expectations and goals. Performance plans should contribute to departmental and university mission and the professional growth of the employee.
Ongoing performance feedback should be a routine part of the performance management process. Feedback should be based on observed and/or verifiable work-related behaviors, actions, statements, and results. Effective feedback helps the employee to sustain good performance, to develop new skills and to improve performance when necessary.
Performance evaluation is an annual process of assessing, summarizing and planning for development of employee performance.
Developing employee performance furthers the mission of the organization and enhances the overall quality of the workforce within Loyola University New Orleans by promoting a climate of continuous learning and professional growth; helping to sustain employee performance at a level which meets or exceeds expectations; enhancing job- or career-related skills, knowledge and experience; enabling employees to keep abreast of changes in their fields; making employees competitive for employment opportunities within the University; promoting affirmative action objectives; and motivating employees.
Rewards and recognition should reflect the employee’s level of performance and contribution, differentiating and highlighting those employees with outstanding performance levels.