Performance Management
Version: 0001
Renewal Date: 7/1/2026
Objective #
To state the driving forces behind the current University of Tennessee Foundation, Inc. (UTFI) structure is the ongoing management of performance through a contemporary approach to continuous assessment, feedback and constant workforce development of behavior, knowledge, skills and abilities (BKSA) for a highly functioning team.
Policy #
Performance Management #
Performance Management is the broad function of coaching, assessing, developing and managing performance outcomes to realize the overall mission. UTFI is committed to recognizing and rewarding outstanding individual and team contributions. The UTFI compensation and performance management approach supports this function.
The ongoing process of performance management provides for definition of clear job responsibilities and expectations of success; methods of measuring productivity against defined expectations; alignment of individual, team and unit goals with the overall values of UTFI; feedback and coaching; identification of BKSA needs; and support and guidance for individual promotional/career development progression.
Tools used provide the mechanism for documenting the measurement of what and how individuals achieve desired outcomes.
The major steps in continual process:
- Planning at the initial onset of beginning the job or of the performance year, establish a mutual understanding of responsibilities and expectations, establish goals and functional competencies to successfully achieve the desired outcome, document all.
- Coaching and feedback throughout the year; communicate regularly and document progress.
- Progress to identify, develop and implement new skills or behaviors to meet expectations. Document accomplishments towards their efforts.
- The formal review is completed at fiscal year-end and documented in HRIS. Performance review information and timetable is available in the performance management section of the UTFI Talent Management section on the UTFI staff portal.
The formal review provides a documented account of each employee’s performance contributions at the conclusion of the review cycle. It is an essential component of the performance management system and is tied directly to workforce development and compensation decisions, both for merit increase and performance incentives. Refer to TM0016 Compensation Philosophy.
Scope and Application #
This policy applies to all UTFI employees, including full-time staff, part-time staff, student workers, student interns and temporary staff for the organization.
Policy Implementation #
Implementation of the Performance Management Policy will be the responsibility of all UTFI employees in consultation with UTFI Office of Talent Management leadership.
Definitions #
Performance Management: Performance Management is the broad function of coaching, assessing, developing and managing performance outcomes to realize the overall mission.
HRIS: Human Resources Information System
Penalties/Disciplinary Action for Non-Compliance #
Violations of the policy and any subsections herein may be cause for disciplinary action up to and including termination of employment.
Policy Administration #
The table below identifies the responsible senior official, contact information and administrative responsibilities of policy matters.
| Subject Matter | Office Name/Position Title | Email/Web Address |
|---|---|---|
| Authority | UTFI Senior Official of Talent Management | [email protected] |
| Point of Contact | UTFI Executive Director of Talent Management | [email protected] |
| Policy Location | Public Listing | |
| Policy Review Schedule | Annual Review |
History of Revision #
Related Policies/Guidance Documents #
Policy