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As faculty supervisors you are most likely a department chair or associate chair, director of a research laboratory, an associate dean, or a director of graduate or undergraduate studies. If you are any of these, you have responsibility for balancing research, teaching, and administrative responsibilities to an extent that most faculty, who have not served in these roles, poorly understand or appreciate. Recognizing the multiple claims on your time, we want to explain why performance management and performance pay deserve your attention.
The State of Colorado used to give "merit" (as well as market) increases on a set schedule to classified staff. Unless a staff member was rated as unsatisfactory or below standard, s/he received a five percent salary increment on a fixed schedule until reaching Step 7 in the State system. At that point, s/he only remained eligible for a "market" increase. We all know staff members who have been at CU for 15 years or more, who were ineligible for any merit pay regardless of their accomplishments. Now, staff are eligible for pay increases regardless of seniority, when funding is approved by the legislature.
As a supervisor of classified staff, you are responsible for completing an annual evaluation for staff who report to you.