Collaborative Performance Management
Performance management is a collaborative partnership where supervisors and employees take joint ownership of professional growth. This process thrives on a continuous, two-way exchange regarding expectations, goals, and the standards used to measure success.
To ensure this partnership is effective, both parties work together to establish total clarity:
- The Employee takes an active role in understanding how outcomes are measured and how their work contributes to the bigger picture.
- The Supervisor acts as a facilitator, ensuring the employee has a complete understanding of their duties and the resources needed to meet expectations.
PMP evaluations are required for all regular/regular grant-funded nonexempt and exempt employees in accordance with USM VII – 5.20 – Policy on the Performance Management Program.
PMP Annual Cycle : April 1st – March 31st
Important Dates
- April 1st – April 30th: Manager and Employee Evaluation and Acknowledgement
- May 1st: PMP DocuSign Deadline
PMP Reminders:
- Performance Management Process is an ongoing process
- Supervisors should initially meet with new employees within the first week following the position start date to begin the process
- Ongoing feedback should be provided to review progress and reassess needs and goals.
These mechanism facilitates ongoing interactions to:
- Align Expectations: Maintain a transparent dialogue about job duties and performance standards.
- Recognize Excellence: Celebrate successes and acknowledge contributions in real-time.
- Co-Create Growth: Identify specific training needs and plan for long-term professional development.
By engaging in this process together, we ensure that every team member is empowered, informed, and supported in their career journey.
Performance Management Process Forms & Submission
This optional streamlined form is designed for a quick and efficient review of your employee’s key contributions and growth areas.
This comprehensive form allows for a deep dive into your employee’s performance, long-term goals, and professional development. Use it to provide detailed, nuanced feedback that supports meaningful career growth and thorough documentation.
This handout breaks down our performance rating scale so you know exactly what each level means. Use it to bring more clarity and consistency to your reviews, making it easier to have honest conversations about where everyone stands.
This handout breaks down how to give clear and actionable feedback. Learn how to stay clear, keep it helpful, and turn tricky conversations into real wins for your team.
Use this tool to help employees reflect on the past year, identify growth areas, and align their goals with departmental objectives. Have them submit it before your PMP meeting to help guide the conversation.
Use this worksheet after the PMP discussion to help employees refine their goals. Consider scheduling periodic check-ins—separate from status meetings—to track progress and offer support.
This handout is based on Dana Casperson’s TED talk and book, “Changing the Conversation: 17 Principles of Conflict Resolution.” Both include excellent tips to help you reframe and successfully navigate any conflict that might arise in these and/or other discussions with your employee.
The BEER model (Behavior, Effect, Emotion, Request) is a simple tool for providing timely, specific feedback. Use it to address individual behaviors immediately rather than saved-up “global” issues. For best results, communicate early and often.
Bryon Katie’s “The Work” is an inquiry-based tool for reframing judgments and building healthier relationships. Use it before difficult conversations to reset your mindset and ensure a curious, solutions-oriented approach.
Frequently Asked Questions
The Performance Management Process, or PMP, is a two-way conversation between the employee and supervisor. This communication process includes: clarifying and setting expectations, identifying goals and special projects, providing ongoing feedback, and evaluating results.
What are the PMP components?
1. Expectation-setting meeting
2. Midway feedback session
3. Employee self-assessment
4. Ongoing feedback throughout the rating period
5. Performance review
Where do I find the PMP forms? How do I know which one to use?
PMP forms can be downloaded in the Forms section above. In most cases, supervisors can choose to use either the short or long version.
Note: The long version is required if the employee is in their first review period, or if the overall rating is anything less than “effective.”
Do I have to complete a PMP form for each of my employees?
Yes. However, a PMP form is not required for:
- regular nonexempt employees who are currently in or have completed probation on or after January 1st or
- regular exempt employees hired after January 15th
Does my supervisor still need to review the PMPs I prepare for my direct report(s)?
Yes. Before the PMP is presented to your employee(s), it must be reviewed and/or discussed with your direct supervisor. Once this review has occurred and any suggestions/modifications are incorporated into the PMP, you can meet with your employee(s).
Are there any additional resources available to help me work through this process?
Additional resources are available above to provide supervisors with additional tools to navigate difficult conversations, provide clear feedback, develop SMART goals, and more.
How do I submit the completed PMP form?
Completed forms should be submitted using the PMP DocuSign Form. Supervisors will use the Campus ID (found in the UMBC directory) or the Employee ID (EMPL_ID from PeopleSoft HR) for each submission. The completed PMP must be saved as a Word document with the name in the following format: Lastname_Firstname. For example, Smith_John.