Performance

Performance management is an ongoing process of observing employee performance, coaching employees, and giving feedback which allows supervisors to effectively identify the goals of the department/division and each individual employee’s contribution to those goals. Effective performance management is an important element of a successful department/division.

The University of San Diego’s performance evaluation system affords us the opportunity to:

• Provide a mechanism for managers to motivate and provide rewards and recognition to employees while supporting the achievement of the organization’s goals and objectives.
• Develop a road map for the future, so the direction of the organization is clear, and the expectations of each employee are clearly identified.
• Provide a vehicle for communicating with employees and coaching them to help achieve individual performance goals and objectives which support the organization’s mission and goals.
• Provide an ongoing process of performance planning, coaching and giving immediate feedback.
• Foster an effective dialogue for communications to monitor and reinforce desired actions.

USD does not have a singular set of termination practices and procedures applicable to its diverse workforce of staff, faculty, and administrators. Rather, performance and conduct issues by staff members are evaluated on a case-by-case basis, in coordination with supervisors, department leadership and Human Resources. Employees may be placed on paid or unpaid administrative leave while employee cases are investigated. Guidance is provided, depending on the case, by applicable policies; job descriptions; performance evaluations; verbal and written coaching, warning, and performance improvement plans.

Generally, supervisors will communicate performance and conduct issues to employees directly, and if necessary, increasing levels of performance management will apply. Each instance of verbal counseling, written warning, or performance improvement plan, if given, will identify performance and/or conduct issues and identify ways to improve performance. However, employment of staff members at USD remains at will, and USD reserves the right to skip, repeat, or modify disciplinary procedures at its discretion. Typically, USD will progress to increasingly severe measures based on continuous or particularly egregious conduct or performance issues.