Professional Development
UMASS Boston is dedicated to providing high quality workplace programs, resources and services that promote skills development, professional growth and organizational advancement.
Professional Development programs currently available or under development include:
- Supervisory and Management Development Programs
- Conflict Management
- Effective Communication
- Teamwork
- Coaching
- Managing Performance
- Customer Service
Performance Management
Performance Management is the process of developing and utilizing the skills and talents of employees for optimal organizational results. It is an ongoing process that facilitates the planning, coaching and evaluating of employee performance. The essence of performance management can be captured in the following set of six core strategies
- Clarify job responsibilities and clearly state agreed upon goals/work priorities.
- Communicate regularly by giving and receiving feedback throughout the year on performance, goals, directions and changing expectations.
- Coach to improve performance problems and/or develop employee performance.
- Compare performance to agreed upon objectives on an annual basis and evaluate results.
- Cultivate continuous learning, employee growth and development.
- Celebrate exemplary performance.
Performance Evaluations for Classified Staff
Classified performance evaluations occur annually within sixty days prior to the anniversary date of initial hire or appointment to current position. Classified staff who are currently in their probationary period should also be reviewed at the completion of the first three months of their probationary service and within the one month prior to the completion of their probation period. All of these evaluations should be documented on the Classified Job Performance Evaluation form.
Performance Evaluations for Professional Staff
Professional staff members are evaluated using the Performance Management Program. This program was designed by a joint management negotiating committee with representatives from both the Boston and Amherst campuses. The committee developed this program with the following purposes:
- To foster the goal of high quality performance
- To assist bargaining unit members in reaching that goal
- The assist employees in reaching personal and professional goals that are consistent with the goals of the organization
Evaluation Forms
The following worksheets and forms are used by the employee and the supervisor to determine the specific goals/work priorities for the upcoming performance/evaluation period. Use them also to determine the success criteria and activities involved in achieving them, and the resources and support needed to accomplish them.
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PMP Priority Worksheet
Once goals/work priorities have been determined, the priority worksheet is used to record the agreed upon goals/work priorities and success criteria, and employee and supervisor comments during review(s) of them. -
PMP Planning Worksheet
During the performance period, there should be at least one interim review of the goals/work priorities and progress using this form. -
PMP Interim Review
Once the annual review commences, the employee should complete and submit to the supervisor a self-review using this form. -
PMP Review Section 3: Employee Annual Self Review
Once the annual review commences, the supervisor should initially complete the following forms. -
PMP Review Section 6: Professional Development and/or Performance Improvement Plan
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PMP Review Section 7: Future Goals and/or Work Priorities
(Use the PMP Priority Worksheet and PMP Planning Worksheet to develop and document future goals/work priorities for the next performance/evaluation period, and attach the completed PMP Planning Worksheet as indicated.)
Should the intermediate supervisor (i.e., the supervisor next above the employee's direct supervisor) wish to provide comments/feedback on this employee's annual review, the intermediate supervisor should use this form. This is optional and the intermediate supervisor's choice. -
PMP Review Section 8: Comments of Intermediate Supervisor
Following the annual review meeting(s) between the employee and the supervisor, should the employee wish to provide comments/feedback regarding the review and/or the goals/work priorities for the next performance review period, the employee should use this form. This is optional and the employee's choice. -
PMP Review Section 9: Employee Comments
At the conclusion of the annual review, the supervisor should use this form to secure signatures of all parties involved.
