Supervisor FAQ

Performance Partnership Supervisor FAQs

The natural and evolving conversations that result from an engaged commitment to performance management leads to areas that may require further conversations. Here are some questions you may have over the course of the Performance Partnership process. Please feel free to contact us with additional questions at or 315.443.4042.

Supervisor FAQs

Supervisor: preparing for the meeting

  1. What do I need to have ready when I meet with my staff member?
    The meeting will center on the Performance Partnership Form which you should spend time completing before you meet with the staff member.
  2. How much time should I schedule for the formal Performance Partnership meeting?
    Meeting times will vary from staff member to staff member, depending on the nature of the review and how frequently you are/were in communication prior to the formal review. Supervisors should allow a minimum of one hour for a review meeting that allows for meaningful discussion.
  3. If the staff member worked on a project for another department leader should he/she be invited to the performance meeting?
    The formal review meeting should be exclusively between the supervisor and the staff member. However, input from other leaders, especially on key projects/goals, should be incorporated into the form and meeting by the staff member’s supervisor.
  4. If my direct report started less than 6 months prior to the end of the Performance Cycle, do I need to complete the Performance Partnership?
    Yes, it is recommended that the focus be on establishing SMART goals for the coming year (or performance cycle).  In addition, while formal SMART goals may not have been previously established, you may summarize overall performance, within the Performance Evaluation summary section of the form.
  5. Where should I schedule the meeting?
    Keep in mind performance review time can be as stressful for the staff member as it is for the manager. Selecting a location that is neutral and casual can ease any apprehension either party may have.

Supervisor: during the meeting

  1. There are a lot of possible reactions to my staff member’s review – how can I prepare for what might happen?
    HR has compiled several resources for you to review in preparation for meetings that may be more difficult than others. Additional resources:

  2. What if the staff member refuses to sign the Performance Partnership Form?
    Share with the staff member that their signature indicates they have read it and participated in the discussions, but does not necessarily imply agreement so signing is acceptable.
  3. May I stop the formal meeting if I need to?
    In some emotionally-charged conversations, it is beneficial to stop the meeting if it is no longer productive or if communication breaks down and resume at a later date.
  4. What if two people supervise a staff member; how do we both sign?
    These forms are designed for one supervisor signature. Please have the primary supervisor sign and notations can be made in the supervisor comments section, if appropriate.

After the meeting

  1. Can my department schedule a meeting for the supervisors in our unit?
    Supervisory training sessions will be offered in coordination with the Senior Human Resource Business Partner and the appropriate senior leader for each school, college and administrative unit.