Employee Life-Cycle

The Operations & Facilities Management Department has a formalized employee life-cycle 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 & Supporting Templates

Professional Staff

Self Evaluation – Admin. & Prof. Staff

Performance Evaluation for Administration/Professional Staff Guidelines

Performance Evaluation for Administration/Professional Staff Sample (Year-End & Mid-Year)

Front Line Staff

Performance Evaluations for Front Line Staff (Mid-Year) Guidelines

Performance Evaluation for Front Line Staff (Mid-Year)

Performance Evaluation for Front Line Staff (Mid-Year – SAMPLE)

Performance Evaluation for Front Line Staff (Year-End)

Performance Evaluation for Front Line Staff (Year-End – SAMPLE)

Orientation Period

Evaluation Template During Orientation or Evaluation Period

PIP/PDP

Performance Development Plan Guidelines

Performance Development Plan

Performance Improvement Plan Guidelines

Performance Improvement Plan

General

Supervisor (Chronological) Notes Template

Performance Management Guidelines

Leadership Core Competencies

Leadership Core Competencies Presentation

Performance Management Metrics/Additional Tools

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).

Employee Meeting Summary
Employee Meeting Summary Guidelines
Supervisor (Chronological) Notes Template
Hire Form
Hiring, Onboarding & Termination Guidelines
Onboarding Checklist
HR Job Requisition Form
Internal Posting Template
Job Change Form
Leaving the University Form
Time Record Keeping Guidelines

Performance Management Calendar

  • July 1 – July 14: Business Operations generates 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 administration and professional staff, employees should fill out the self-evaluation at least a week prior to their appraisal. For front-line staff, the supervisor should fill out employee mid-year short form performance appraisals and meet individually with each employee to give their review. For administration and professional staff, supervisors will note midyear performance evaluation in an email (the supervisor should send a copy of the email to HR or upload it to WorkDay for inclusion in the electronic personnel file).
  • October 16 – October 23: The supervisor should scan signed appraisals and send them to HR or upload them to MyDay for electronic personnel files.
  • March 1 – March 30: For administration and professional staff, employees should update their self-evaluation from midyear at least a week prior to their appraisal. Supervisors should fill out employee year-end performance appraisals and meet individually with each employee to give their review. During performance appraisal, set goals for employees. Set up monthly meetings with employees for a performance improvement plan and monthly/quarterly meetings with employees for a performance development plan.
  • April 1 – April 7: The supervisor should scan signed appraisals and send them to HR or upload them to WorkDay for electronic personnel files.
  • April 8 – April 15: The Supervisor/Director should determine and input merit for each employee.