Update Regarding Penn State's Performance Management Program

Posted: March 7, 2014

From Executive Vice President and Provost Nicholas P. Jones and Senior Vice President for Finance and Business David Gray

We are looking forward to a notable 2014 as we anticipate many positive achievements at Penn State this year, including the successful rollout of our new University-wide performance management program.

As you know, the Penn State Office of Human Resources (OHR) has been working with University leaders, Sibson Consulting (a strategic human resources consultant) and numerous University staff and faculty to re-engineer and improve Penn State’s performance management process for all full-time staff employees. The new performance management program has been designed to truly align employee goals with organizational goals, promote regular and meaningful communication between supervisors and employees, facilitate a more proactive goal-setting and reward system, and support opportunities for employees to grow professionally.

The creation of the new Penn State performance management program illustrates the power of collaboration and commitment from all levels of the University. Through an online questionnaire, focus groups, leadership team meetings and other work sessions, we heard from thousands of you voicing your concerns and ideas for how to transform the status quo into a more meaningful process that will encourage full-time staff members to perform at their best and to be recognized and rewarded for their efforts – which ultimately will help us all to provide our students with the most extraordinary educational experience possible.

Thanks to the efforts and commitment of all who participated in the discovery and design phases of crafting a new process, we are planning to implement the new performance management program this summer. In advance of the program’s fall rollout for all full-time staff, we are sharing with you the steps OHR is taking to ensure a smooth and successful transition.

While the current Staff Review and Development Plan (SRDP) process will be used for the majority of full-time staff evaluations once more, the new performance management program will be piloted by several employee groups (about 600 participants) throughout Penn State from February through May. Once the pilot is complete, OHR will make final adjustments to the program reflecting the feedback received from the pilot group participants.

Please stay tuned for more information via the Penn State Newswire, unit leadership, OHR and HR Representatives. In the meantime, if you have any questions about performance management at Penn State, please feel free to contact Stephanie Flanagan within OHR’s Center for Workplace Learning & Performance:; 814-863-4614.

(PSU mass e-mail from VP office sent on 1/29/14)