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Performance Management
The Core Performance Management Process was designed for departments and units that want to improve their current performance management practices but have not engaged with the Office of Human Resources in the development of a customized performance management system. In the Core Performance Management process, minimum expectations for each component are set by the university, instead of being designed at the department or unit level. The minimum expectations are described in the right-hand column below.
If you have questions about performance management or policies related to performance management, contact Organization & Human Resource Consulting. You can also download the Handbook for the Core Performance Management Process.
Summary of Core Performance Management Process
Component |
Goal |
Minimum Expectations |
|---|---|---|
Discuss core competencies and how they relate to the employee's job. |
Planning discussion between supervisor and employee. |
|
Encourage ongoing two-way communication during the performance cycle. |
Feedback shared between supervisor and employee. |
|
Provide employee with one additional source of feedback. |
Employee completes a self-evaluation prior to performance review. |
|
Evaluate performance based on the performance planning discussion. |
Written annual evaluation. |
Performance Planning
Performance Planning is a dialogue between a supervisor and an employee to:
- establish and agree upon performance expectations,
- clarify what the employee will be evaluated on, and
- set the stage for ongoing feedback and coaching throughout the year.
In the Core Performance Management Process, it is expected that the supervisor and employee will engage in a performance planning discussion at least once annually; ideally performance planning should occur at any point in which performance expectations change. It is suggested that the supervisor document the agreed-upon expectations and make a copy for the employee. The Performance Planning Worksheet is offered as a sample documentation tool.
Performance Planning Worksheet (Adobe Acrobat File)
Performance Planning Worksheet (Microsoft Word)Coaching
Coaching is an ongoing process of communication between the supervisor and the employee focused on improving current performance and building capabilities for the future. It involves informal conversation or notes, as well as more formal coaching meetings and written documentation. In the Core Performance Management Process, it is expected that coaching will occur on an as-needed basis throughout the year and may be initiated by either the supervisor or the employee. Supervisors and employees are encouraged to document these discussions as appropriate. The Coaching Worksheet provides one model for recording coaching notes.
Self Evaluation
At Ohio State, it is expected that every staff person will receive feedback from at least one other source in addition to their supervisor. In the Core Performance Management Process, staff use self evaluation as that source of feedback. At minimum, staff should complete a self evaluation prior to their annual written performance review; ideally self evaluations should be completed whenever the staff person and supervisor feel it would be beneficial. The form below provides one model for documenting employee self evaluation.
Performance Review
The performance review process should include a two-way discussion between supervisor and employee, as well as written documentation of performance. The review should focus on employee performance relating to areas of excellence, areas for improvement, and development needs. Information from the performance review is used in human resource decisions involving probation, promotion and compensation. Therefore, documentation of performance is critical.
The performance review forms available on this site have been created for use by units who are not engaged in designing a performance management system and need a tool to document performance. It encompasses the university's core competencies and can serve as the annual review form for both Classified Civil Service and Unclassified Professional Staff.
Completed review forms should be discussed with the staff member, signed by the supervisor and staff member and then filed in the staff member's personnel file within the college/department. Review forms should not be sent to the Office of Human Resources. Completed review forms must be maintained in the unit for six years after the individual has separated from the university.
