One of the driving forces behind the current University of Tennessee Foundation (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.

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 recognition and reward of outstanding individual and team contributions. The UTFI compensation and performance management approach is in support of 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:

  1. Planning – at the initial onset of beginning the job or of the performance year, establish mutual understanding of responsibilities and expectations, establish goals and functional competencies to successfully achieve the desired outcome, document all.
  2. Coaching and feedback – throughout the year communicate regularly and document progress.
  3. Progress and develop – identify, develop and implement new skills or behaviors to meet expectations. Document accomplishments towards the efforts.
  4. Review – The formal review is completed at fiscal year-end and documented in Sprigg HR. Performance review information and a timetable is available in the performance management section of the UTFI HR web site.

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 ties directly to workforce development and compensation decisions, both for merit increase and performance incentives. See Policy 3.1 Compensation Philosophy.