Recall, the three stages of the performance management cycle (plan, monitor, review).  At the beginning of the term, during the planning phase, instructors and leaders meet to discuss performance goals and development plans for the term.  These outcomes would then be captured and documented using the Performance Planning & Development Form, which we will introduce shortly.  

The second phase of the performance management cycle is monitoring.  This phase is the longest of the cycles, as it represents the period during which the instructor (or employee) is executing on their work and development plan.  In addition to regular 1:1s held throughout the term, midway through the term, the leader and instructor will also meet more formally for the purposes of a check-in review.  It is at this point when the employee spends time reflecting upon their work accomplishments to date, as well as progress made against any personal development initiatives they would have set for themselves during the planning phase.  These thoughts and comments are again captured on the Performance Planning and Development Form. As a leader, this is also your opportunity to reflect upon your employee’s performance and assign a rating to each of their key work activities (should you so choose).  

During this time, if any of the priorities have changed, or if new ones have been added, those should also be discussed and noted on the form.  The check-in phase is also a wonderful opportunity to gather performance feedback from additional sources with whom the employee interacts during the performance of their role.  Soliciting feedback from other sources, which might include colleagues, students, or parents as examples helps to paint a more well-rounded, holistic view for the instructor.  Often, these other feedback sources have impactful insights to share that might not have been apparent to the employee themselves or their leader.  To collect multi-source feedback, the instructor would identify a few people whom they feel would provide meaningful feedback.  They would also decide what questions to ask that would be most impactful in supporting their professional development.  Using the Multi-Source Feedback Form, the instructors would then solicit feedback from the individuals they have identified.  Instructors may wish to leverage the Instructor Feedback Guide, a tool we have prepared to guide them through this process. Once collected, the instructor can then reflect on the feedback and incorporate it appropriately into their review. Following the check-in review, the monitoring phase (and regular 1:1’s) continue.  

Finally, it is the review stage which takes place at the end of the term.  Similar to the check-in review, it is at this point in the performance management cycle that the leader and employee will reflect upon and then meet once again to formally  review and celebrate both work accomplishments and personal developmental achievements which would be documented again using the Performance Planning and Development Form.  At this final stage, multi-source feedback could also be collected, again using the same process and Multi-Source Feedback Form.