Performance Effectiveness Management System (PEMS)
Definition:
The Performance Effectiveness Management System (PEMS) in the University of Arizona Libraries and Center for Creative Photography is a coordinated approach to planning, performance measurement and accountability. The System aligns strategic planning, team planning, individual planning and performance management in one annual cycle of activities with a focus on customers and the future. The goal of the system is to increase the potential for achievement of strategic goals and is designed to provide for multiple opportunities for peer support and feedback that can contribute to organizational and individual learning.
How It Works:
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Team Responsibilities:
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Each team develops a Team Strategic Framework or a plan for what it aims to accomplish over the next 3-5 years. The Framework outlines the Mission Critical Processes and Quality Standards for which the team is responsible. This Framework is used to determine the priority work assignments of the team members for the year. The Framework also identifies what Future Competencies the team anticipates needing to meet customer requirements in the future. These Competencies Lists are used to plan methods for gaining the competencies and are used by individuals to write learning goals. The team provides updated Progress Reports to all staff throughout the year at least semi-annually. Cabinet and other Library staff give feedback, recognize progress and help the team solve problems and reduce barriers to success. The Team Strategic Framework is updated annually.
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Individual Responsibilities:
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Once the annual Team Strategic Framework or plan is in place, individual members develop annual Individual Performance and Learning Goals which, if accomplished, will enable the team to be successful with customers in the 3-5 year timeframe.
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Individual progress reports on Individual Performance and Learning Goals are sent to the team and team leader and to 3-4 selected peers for review and feedback at least twice during the year in Developmental Review meetings.
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An annual summary self-assessment of progress which includes peer feedback is sent to the team leader who uses it and his/her appraisal of the individual’s performance to conduct an annual Performance Appraisal for each team member. The team leader appraises the individual as ‘Satisfactory’ or ‘Unsatisfactory’ and provides comments that support the rating. A rating of Satisfactory is necessary for achieving eligibility for merit raises and general adjustments. (See or link to Compensation Policy/Procedures) This Performance Appraisal is sent to Human Resources and Organizational Effectiveness (HROE) who forwards it to UA Human Resources and retains a copy on file.
Guidelines and Best Practices:
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Outline & Definitions of the PEMS: Team Strategic Framework and Goal Setting Processes (12/21/07)
- Background Assumptions and Steps for PEMSystem (12/21/07)
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Calendar for PEMSystem (04/30/07)
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Guidelines (Procedure) for Setting Individual Perf. and Learning Goals (08/01/07)
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Guidelines for Group Developmental Reviews (04/30/07; 05/04/07)
- Probation
Policies:
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Perf. Appraisal-Final LFA Annual Review of CE Librarians (Jul2531rev1)
Forms:
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Performance Appraisal Form (doublesided--print the side you need; 04/07)
- Performance Appraisal Form - Satisfactory
- Performance Appraisal Form - Unsatisfactory
- Template for Creating a SMART Performance or Learning Goal (04/30/07)
- Template for Individual Progress Report to Peer Reviewers & Team Leaders (04/30/07)
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