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 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.
We have also provided you with tools to complete performance reviews online through Cornerstone performance module, as well as some sample reviews and guides.
Cornerstone Performance Management Guide for Supervisors
Cornerstone Performance Management Guide for Employees
Cornerstone Performance Management Guide for Indirect Supervisors
Staff Performance Review (sample)
Staff Performance Review for Employees with Supervisor Responsibilities (sample)
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.
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
- Corrective Actions and Dismissals for Staff Policy
- Performance Improvement Plan (PIP)
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
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Pre/Post Meeting Discussion Worksheets
This is a tool designed to organize thoughts prior to a meeting with an employee to discuss concerns regarding performance, as well as evaluate and notate after the meeting what was agreed upon and/or discussed.