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, once the LMS resumes service in late August or via SharePoint in the meantime. OSU policy lays the groundwork for the performance evaluation process.
Performance Reviews in PageUp
The PageUp performance management module launches on Monday, Aug. 18. Four templates are provided to manage performance and guide the evaluation process. For more information on the process steps and timelines, click here.
The Performance Planning Process: This template is intended to be utilized as a performance management tool for supervisors who are looking to implement a 365 day performance management process encompassing job responsibilities, core competencies and goals in a collaborative format. This process enables the supervisor to manage performance throughout a full evaluation period, rather than only conducting an evaluation at the end of the period. This is accomplished by entering and discussing with the employee their job responsibilities, core competencies and goals at the beginning of the evaluation period. Then, progress meetings are held and easily document within the system during the Coaching/Goal Tracking step of the evaluation. The optional employee evaluation and the supervisor evaluation are completed at the end of the period.
Condensed Evaluation Process: This is a 45-day template. UHR recommends this process for supervisors who have an established tool for performance management and need to only complete an evaluation. Alternatively, this template may be used by those who are utilizing the performance planning process for their employees and have an employee who has started employment toward the end of the evaluation period.
No Self-Evaluation Process: This is the same process as the condensed review process, except without a self-evaluation step for the employee. This is a 38-day template. UHR recommends this process for supervisors who have an established tool for performance management and need to complete an evaluation. Alternatively, this template may be used by those who are utilizing the performance planning process for their employees and have an employee who has started employment toward the end of the evaluation period.
Initial Probationary Period Evaluation Process: Per policy 3-0706 all classified staff other than temporary appointees shall be given performance ratings within two to four weeks prior to the completion of three months of service following a new appointment or promotion. The 90-Day Evaluation is an 82 day template to assist supervisors manage performance during the probationary period following a new appointment or promotion
PageUp Performance Training Modules:
PageUp Performance Guides:
- 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
- Performance Evaluation Program for Staff
- Corrective Action and Dismissals for Staff
- Employment, Promotion and Transfer for Classified Staff
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.