Tips & Tools

Everyone who supervises a staff member at MSU plays an important part in the Performance Excellence process. Use the tools below to help you carry out your role effectively.

Signing Forms

Some forms throughout the Performance Planning process require signatures. Learn more about signing Adobe forms with our Electronic Signature Job Aid.

Performance Ratings Guide for Supervisors

The annual performance rating reflects the supervisor’s overall assessment of an employee’s 
performance across the entire performance cycle. The rating should consider the employee’s 
responsibilities and expectations, accomplishments and results, progress toward goals and 
development, contributions and impact, and how the employee demonstrated university, MAU and 
department values. 
Performance ratings require supervisory judgment. Because roles, responsibilities and opportunities 
vary across the university, the ratings are not intended to function as a checklist or rigid scoring rubric. 
Supervisors should consider the expectations of the individual role and the employee’s performance 
within the context of those expectations.

Additional information can be found in the Supervisor Guide to Performance Ratings.

Step 1:  Performance Planning Meeting

• Supervisor Guide to the Performance Planning Meeting
  Tips for preparing and conducting the Performance Planning meeting with your employee. 
• Assessing Learning Needs
  Learn to identify skills or behaviors your employees will need to develop in order to be useful to your department.
• Goal Setting Tips
  Learn about SMART goals, as well as tips for identifying appropriate performance goals for your employees.
• Sample Goals for Different Roles
  Use these sample goals to identify performance/development goals you want to discuss with your employees.
• Professional Development Impact Map (PDF)
  Use this tool to help identify your organization's goals and keys to achieve them through employees' skills.
• Position Description Template (PDF)
  This template should clarify the roles and responsibilities of each employee.
  
  

Step 2:  Continuous Feedback, Coaching and Development

• Tips for Effective Coaching Conversations
  Providing feedback and coaching to your employees is crucial throughout the Performance Excellence process. Use these tips to guide your conversations, strengthen effective behaviors and address poor performance.
• Conversation Starters for High Performance
  Use these questions to keep conversations between you and your employees relevant, focused and valuable.
  
  

Step 3:  Annual Performance Review

• Conducting the Annual Performance Review
  Review these tips to help you have a successful Annual Performance Review with your employees.
• Review your team/department, MAU/college and university's strategic priorities, mission and values. Consider how the employee's work helped achieve the priorities and mission as well as the demonstration of the values. 
• Managing Reactions Constructively
  Tips for how to navigate conversations with your employees if they become defensive or unresponsive.
• Behavioral Competencies
  Find definitions about work behaviors to enhance discussions and achieve consistency of understanding.
• Expectation Development Worksheet – Individual Activity (Word)
  Use this tool to help you clarify your employee's position objectives and expectations for specific tasks.