Employee Performance
Effective performance management involves communication between the employee and the supervisor of expectations, goals, and the standards for measuring performance. The supervisor needs to ensure the employee is aware of his/her expectations and has a complete understanding of the job duties for the position. The performance management process is an ongoing one; feedback should be provided to review progress and reassess needs and goals.
Performance Reviews
If you are a supervisor conducting performance reviews, you will need to complete performance review training every three years. You can locate the training, OSU Performance Review Online Training, at talent.okstate.edu. OSU policy lays the groundwork for the performance evaluation process.
Performance Reviews in the OSU Talent Portal
Four templates are provided to manage performance and guide the review process. For more information on the process steps and timelines, click here.
General System Best Practices
- Ensure your start and end date reflect the period you are reviewing.
- If your employee is a supervisor, don’t forget to add the “supervisory competency.”
- Before sending your employees their reviews for evaluation, please outline your expectation that they leave comments with their ratings.
- If you, as a supervisor, have been instructed by your supervisor to remove the “1 up manager,” please ensure that when launching review(s) for your employees, you remove your supervisor.
- Please note that if a 1-up manager leaves comments on a review, they are visible to the employee.
- Do not copy and paste job responsibilities or comments from an external document. If you paste them over with HTML coding, they will not be visible to others. If you must paste from an external document, ensure paste as plain text: “Ctrl + Shift + V”.
- Before pushing “next” after employee self-evaluation or supervisor evaluation, ensure that you have “published” all your comments.
PageUp Performance Guides:
Performance evaluation templates have been renamed to improve the user experience system-wide. In the guides below, templates that previously included "Stillwater" remain unchanged aside from the updated name. Revised user guides reflecting this change will be provided soon.
- Performance Planning Process: Employee
- Performance Planning Process: Supervisor
- No Self-Evaluation Process: Employee
- No Self-Evaluation Process: Supervisor
- Initial Probationary Period Process: Employee
- Initial Probationary Period Process: Supervisor
- Condensed Evaluation Process: Employee
- Condensed Evaluation Process: Supervisor
Performance Policies
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Performance Evaluation Program for Staff
Please note a temporary exemption to the 1-up manager portion of this policy is currently in effect.
- Corrective Actions and Termination of Employment for Staff
- Employment, Promotion and Transfer for Classified Staff
Frequently Asked Questions For Performance Reviews
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I don’t see my employee(s)’ job descriptions in PageUp. Where do I find them?
Email your departmental administrator who assists with position descriptions the position numbers you need to be added to. If you do not have a departmental administrator, please contact either your HRC, Academic Lead, or Key Administrative Officer.
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How do I remove the 1-up manager from my employees’ reviews?
Contact your HRC or Academic Lead.
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When do I save comments as a draft vs. publish them?
It is best practice to publish all comments, even if you aren't finished drafting them. Published comments are only shared with your review manager once you have approved your review to move onto the next step. If you forget to go back and publish your comments, they will be lost once you move the review to the next step by acknowledging your portion of the review.
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I drafted my comments in another document and want to paste them into my review. Can I do that?
This is not recommended. When pasting comments, certain coding elements can carry over with the text causing your comments to become invisible once you move the review to the next step. If you do paste comments, you must paste them without formatting/as plain text. The keyboard shortcut for this is ctrl + shift + v.
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My employee didn't add comments as I expected them to do. What can I do?
Email your HRC or Academic Lead requesting the review be moved back to “employee self-evaluation” for them to leave comments.
Please note that if you, as the supervisor, have already left comments, you will want to remove them or save them as a draft so the employee cannot see them when going back to add comments.
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How do I delete or archive a review?
Contact your HRC or Academic Lead and explain why you need the review removed. They will archive or delete accordingly.
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How do I print my employee's review?
On the “next steps” tab click actions on the right of your screen then report then click either view PDF or printable version at the top right of the document.
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Where do I find completed reviews?
Once a review is complete, it moves to "completed " status. These are accessible by filtering to "completed" in the "My team" drop down , under "Performance reviews."
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I'm a supervisor of supervisors. How do I see the team's reviews?
Visit the talent portal and select "My team" from the navigation bar. Under "Organizational chart" you can drill down by team when clicking beside your employee's name. To review your direct report and once removed evaluations, under "my team" select "Performance reviews" and filter accordingly based on status etc.
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I left comments, however, my employee and/or 1-up manager cannot see them. What should I do?
Ensure they are published and not saved as a draft. If you copy and pasted the comments from another source, be sure they are pasted without formatting (ctrl + shift + v).
Corrective Action
All employees are expected to meet performance and attendance standards and behave appropriately in the workplace. Corrective action is a process of communicating with the employee to improve attendance, unacceptable behavior or performance. You may take corrective action when other methods such as coaching and performance management have not been successful. In certain cases you may choose to proceed straight to disciplinary action. Reference policy 3-0720.
Corrective action should be taken as soon as possible after a work rule violation or unacceptable behavior occurs. Examples may include, but are not limited to, absenteeism, failure to follow safety procedures, insubordination, theft, failure to comply with appropriate computer use policies, etc
Performance Improvement Plans
Performance issues involving the quantity or quality of work may require additional training or practice in order to achieve the required standard. In this case, it may be appropriate to place the employee on a performance improvement plan for a specified length of time, usually up to three months. In the event that a staff member is rated "Needs Improvement" or "Unsatisfactory," on a performance review, a performance improvement plan should be instituted to address the deficiency.
Questions? Contact your HR Consultant.