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To be an effective supervisor, you must engage with your staff mid-way through the performance cycle, in a coaching session. At least one coaching session per performance cycle is recommended for all university staff employees. The coaching discussion is a formal conversation during which supervisors and employees discuss performance as it relates to the goals and core competencies outlined in the employee's performance plan.  This is a crucial opportunity to formally check in with employees and engage in a two-way dialogue about how they are doing, clarify expectations, and make any needed changes to their goals.Ìý

Tips for Conducting Coaching DiscussionsÌý

• Review Overall Performance
  Summarize the employee’s performance throughout the cycle, referencing any notes, coaching sessions, improvement plans, or disciplinary actions.
• Evaluate and Update Goals
  Review all goals in the performance plan to ensure they remain SMART (Specific, Measurable, Attainable, Relevant, Time-bound). Adjust content, metrics, tasks, weights, or timeframes as needed.
• Assess Support Needs
  Determine if timeframes should shift or if the employee needs additional training or resources.
• Adapt to Change
  Remember, performance plans are dynamic and should reflect changes such as funding, FMLA, or strategic shifts.
• Align with Institutional Goals
  Ensure the plan connects the employee’s work to institutional priorities. Revise if alignment is unclear.
• Clarify Expectations
  Confirm that the plan sets clear expectations for work, development, and career growth. Add deadlines, metrics, and behavioral standards where needed.
• Emphasize Competencies
  Highlight key competencies, including the new Inclusive Excellence competency. Clearly define expected behaviors and communication styles to support a professional environment.

For the most current ¶¶Òõ´«Ã½ÔÚÏß campus performance management program information, forms, and user guides, please visit HR Performance.Ìý

For tips regarding supporting and developing employee learning and training in a virtual setting, please visit the CU ¶¶Òõ´«Ã½ÔÚÏß Organizational Development site HEREÌý