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)
Evaluation template during orientation or evaluation period
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
Job Requisition Form
Job Requisition Form COVID
Leaving the University Form
Merit Increase Letter
Merit Letter Increase Guidelines
Time Record Keeping Guidelines

Performance Management Calendar

FY21

July 1 – July 6: Business Operations generates automated employee merit letters and distributes to each service area for distribution by supervisors. Supervisor and employee update goals at this time (informal process).
October 20 – November 20: For admin. and professional staff, employees should fill out the self-evaluation at least a week prior to their appraisal. For front-line staff, supervisor should fill out employee mid-year short form performance appraisals. For all employees, the supervisor should meet individually with each employee to give their review. For admin. and professional staff, supervisors will note midyear performance evaluation in an email to the employee (supervisor should sent a copy of the email to HR for inclusion in electronic personnel file).
November 21 – November 28: Supervisor should scan signed appraisals and send either scanned appraisal or email, as applicable, to HR for loading in electronic personnel file.
March 1 – March 30: For admin. and professional staff, employees should update their self-evaluation from midyear at least a week prior to their appraisal. Supervisor should fill out employee year-end performance appraisals. For all employees, the supervisor should meet individually with each employee to give their 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.

FY22

July 1 – July 6: Business Operations generates automated employee merit letters and distributes to each service area for distribution by supervisors. Supervisor and employee update goals at this time (informal process).
September 15 – October 15: For admin. and professional staff, employees should fill out the self-evaluation at least a week prior to their appraisal. For front-line staff, supervisor should fill out employee mid-year short form performance appraisals. For all employees, the supervisor should meet individually with each employee to give their review. For admin. and professional staff, supervisors will note midyear performance evaluation in an email to the employee (supervisor should sent a copy of the email to HR for inclusion in electronic personnel file).
October 16 – November 1: Supervisor should scan signed appraisals and send either scanned appraisal or email, as applicable, to HR for loading in electronic personnel file.
March 1 – March 30: For admin. and professional staff, employees should update their self-evaluation from midyear at least a week prior to their appraisal. Supervisor should fill out employee year-end performance appraisals. For all employees, the supervisor should meet individually with each employee to give their 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.