The USM Performance Management Process

Almost all organizations have a structured process for periodically evaluating and measuring employee performance. In the University System of Maryland, we use the Performance Management Process or PMP and it involves more than just performance reviews. 

PMP is an ongoing process of measuring employee performance and helping them achieve excellence in their role. It involves goal setting, feedback, coaching, evaluating and development planning. It is a process that supervisors and employees actively use throughout the year, not just at appraisal time. PMP forms are provided to facilitate the process, but the primary focus of PMP is on communications, not on administrative requirements.

Supervisor Responsibilities in PMP

The primary responsibilities for the supervisor are to:

  • Inform employees about PMP and their role in the process.
  • Discuss objectives, performance factors, and important milestones with employees; ensure they know what is expected of them; connect employees’ performance to institution/department goals.
  • Monitor and document employees’ performance during the year and provide ongoing feedback and coaching where appropriate.
  • Update objectives and performance factors as required.
  • Fairly evaluate performance and complete the PMP form; obtain input from the employee, next-level supervisor and others, as appropriate.
  • Conduct performance review discussions and formulate plans to develop capabilities.

Next Level Supervisor Responsibilities in PMP

The primary responsibilities for the next level supervisor are to:

  • Ensure overall quality and fairness of how PMP is administered within the department. 
  • Review the completed PMP form and performance ratings before review discussion.
  • Monitor the results of the performance review discussion (e.g., development plans)

Performance Review Resources