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
Self Evaluation – Admin. & Prof. Staff
Performance Evaluation Template for Professional Staff (Year End)
Performance Evaluations for Professional Staff Samples (Year End)
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)
Individual Development Plan – Guidelines and Form
Supervisor (Chronological) Notes Template
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
Supervisor (Chronological) Notes Template
Candidate Selection Form (formerly known as the New Hire Form)
Onboarding Checklist
Job Posting Form
Position Change Request Form
Resignation Form
Time Record Keeping Guidelines
Performance Management Calendar
- July 1 – July 14: The Continuous Improvement team generates employee merit letters and distributes them to each service area for distribution by supervisors. Supervisor and employee update goals at this time (informal process).
- September 15 – 30: Administration and professional staff complete the self-evaluation at least a week before their appraisal and the supervisor reviews.
- October 1 – 31 – The supervisor and employee meet for a two-way conversation where the employee walks through the self-evaluation, and the supervisor adds additional notes or comments on the document. Supervisors complete the mid-year short form performance appraisals for front-line staff and meet individually with each employee to have a two-way conversation centered around their performance over the past six months.
- November 1 – 7: The supervisor should scan signed appraisals and send them to HR or upload them to Workday for electronic personnel files.
- February 15 – March 15: Administration and professional staff should update their self-evaluation from midyear and send it to their supervisor no later than March 15.
- March 15 – 30: Supervisors should complete the performance management worksheet and meet with their service area director to ensure alignment and consistency across the service area before meeting with the employee.
- April 1 – 30: Supervisors should complete employee year-end performance appraisals and meet individually with each employee to give their review. During performance appraisal, the supervisor and employee develop goals for the employee.
- April 8 – 15: The Supervisor/Director should determine and input merit for each employee. Employees hired after April 1 are not eligible for merit in the current year. Employees who have been with the University for less than a full year will have pro-rated merit.
- May 1 – 7: The supervisor should scan signed appraisals and send them to HR and keep a copy for the employee’s personnel file.