Performance Management Process

The Operations & Facilities Management Department has a formalized performance management process in place. OFMD believes performance management is important due to keeping an open dialogue between employees and their supervisors for expectations, ongoing feedback, development planning and performance evaluations.

Performance management process and supporting templates

Self Evaluation – Admin. & Prof. Staff Mid-Year
Self Evaluation – Admin. & Prof. Staff Year-End
Performance Evaluation for Administration/Professional Staff Guidelines
Performance Evaluation for Administration/Professional Staff Sample (Year-End & Mid-Year)
Performance Evaluation Front Line Staff (Year End) Guidelines
Performance Evaluation Front Line Staff (Year End)
Performance Evaluation for Front Line Staff (Mid-Year) Guidelines
Performance Evaluation for Front Line Staff (Mid-Year)
Performance Development Plan Guidelines
Performance Development Plan
Performance Improvement Plan Guidelines
Performance Improvement Plan
Performance Management Guidelines
Leadership Core Competencies
Leadership Core Competencies Presentation

Performance management metrics

Twice a year, the department reports on key performance indicators. For performance management, the metrics include attrition, percentage of completed performance evaluations, employee engagement (attendance at department events) and employee productivity (linked to individual service area KPIs).

Additional performance management tools

Employee Meeting Summary
Employee Meeting Summary Guidelines
Hire Form
Hiring, Onboarding & Termination Guidelines
Leaving the University Form
Merit Increase Letter
Merit Letter Increase Guidelines
Time Record Keeping Guidelines

Performance Management Calendar

July 1 – July 6: Business Operations will generate automated employee merit letters and will distribute to each employee.
August 1 – August 20: Supervisor should update goals for each employee at this time (informal process).
October 20 – November 20: As applicable, employees should fill out the self-evaluation at least a week prior to their appraisal. Supervisor should fill out employee mid-year performance appraisals and meet individually with each employee to give his/her review.
November 21 – November 28: Supervisor should scan signed appraisals and send to HR for loading in electronic personnel file.
March 1 – March 30: As applicable, employees should fill out the self-evaluation at least a week prior to their appraisal. Supervisor should fill out employee year-end performance appraisals and meet individually with each employee to give his/her review. During performance appraisal, set goals for employee. Set up monthly meetings with employee for a performance improvement plan and monthly/quarterly meetings with employee for a performance development plan.
April 1 –  April 7: Supervisor should scan signed appraisals and send to HR for loading in electronic personnel file.
April 8 – April 30: Supervisor/Director should determine and input merit for each employee.