NEW AND EXCITING!

HR is excited to announce the launch of RecognizeU, our new peer-to-peer recognition program. This program is intended to afford colleagues the opportunity to provide meaningful and on-the-spot recognition to fellow colleagues. We are hopeful that RecognizeU will further assist us in our goal to foster a culture of appreciation, teamwork, and positivity within our workforce.

Please check out the new program here and start using it today!

Hiring employees is one of the most critical responsibilities of a manager. To support you in this, we have created tools and resources to guide you through facilitating a fair and equitable hiring process.

Manager Hiring Guide

Behavioral Based Interviewing Guide

TOPS Hiring Manager Training

University of New Haven Performance Management

At the University of New Haven, performance management is an annual process that fosters a culture of excellence by inspiring individuals to achieve at their best. Regular communication between an employee and their supervisor on the employee’s duties, job performance, and expectations is emphasized in this procedure. This process gives supervisors the opportunity to:

• Communicate with employees to mutually identify, discuss, and document performance expectations.
• Collaborate with employees in establishing “Smart” goals;
• Provide employees with regular feedback regarding their performance;
• Observe, monitor, and document work performance;
• Coach employees and provide opportunities for education, training, and development;
• Assess whether previously established goals were achieved.
• Initiate a formalized Process Improvement Plan (PIP), if necessary.

Tools for Performance Management 

Performance Evaluation Form

Yearly GOAL Setting

One of the most critical factors of the performance management process is the correlation between university and departmental goals. For that reason, identifying specific and objective goals based on the University’s goal and mission, in conjunction with the duties and responsibilities of the employee’s position, is integral to the overall success of the University, department, and employee.

The performance management process is geared at identifying specific and quantifiable goals by employees, encourages regular communication between employees and the managers about assignments, job performance, and expectations. It sets annual expectations, aligns the employee’s contribution to the broader achievement of university, departmental, and personal goals.

Tools and Resources for GOAL Setting

Goal Setting Form
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Goal Setting Quick Guide

Competency Guide

Tools and Resources for Performance Management and Coaching Conversations

• LinkedIn training on performance management, conducting reviews, providing feedback and setting goals. 
• Performance Management: Setting Goals and Managing Performance
• GROW Model Development Coaching Worksheet

Professional Training

Professional Development

In support of our strategic plan and performance goals, all employees are encouraged to participate in the continuous professional development opportunities here at the University. The programs and workshops are offered by the Human Resources Department and are intended to promote professional development and leadership.  These programs and learning resources are available online and on campus to fit employees’ professional goals. 

NOTE 1:  For information on the Administrative Staff Council related training opportunities, please visit the ASC page. 

NOTE 2:  Attending Faculty members may include sessions in their FAR report and non-union staff may include sessions in their performance evaluations.

Professional Development Resources

Human Resources Department

Purpose: Organize and facilitate developmental moments that improve the knowledge, skills, and abilities required for effective job performance for employees.