Annual performance evaluations are required for all Administrative & Professional and Classified staff. Recognizing the value of a robust and year-round performance management cycle, University Human Resources recently partnered with a university-wide steering committee to develop an updated system, complete with training for both supervisors and non-supervisors.
The annual performance evaluation form [Word] should be completed for classified and administrative staff. The probationary performance evaluation form [Word] should be completed for classified staff during their probationary period.
As discussed in the training modules, supervisors and employees are encouraged to work together in drafting goals in alignment with position, departmental, unit, and university-wide needs and may use the Planning Tip Sheet (PDF) as a helpful tool. For more helpful and detailed information on our performance management process, please refer to our Performance Management Guidelines (PDF).
Note that all completed classified evaluations should be sent to the Employee Service Center in UHR. All completed Administrative & Professional evaluations should be sent to the respective planning unit head. Questions may be directed to: email@example.com or 740.593.1636.
Performance Management Training
Non-supervisors are welcome to attend one of the weekly, central offerings of Performance Management for Non-Supervisors. To register for non-supervisor training, click the link below to choose a date and time:
To register for supervisor training, click the link below to choose a date and time:
Performance Management: Foundations & Goal Setting (eLearning format)
Performance Management: Coaching and Feedback (Instructor Led)
Performance Management: Evaluation and Recognition (Instructor Led)
For more information, please contact your HR Liaison.
Performance Management Cycles
As part of the transition to the updated performance management model, planning units have worked with the HR Liaison team to develop custom transition plans to best accommodate the needs of each college/ planning unit.
Please note: the timelines below represent only the proposed cycles beginning with fiscal year 2020. If you have questions or concerns, or would like more information about the transition plan for your planning unit, please contact unit leadership or your HR Liaison.
|Planning Unit||Goal-Setting Deadline||Formal Check-ins||Employee Self-Evaluation||Draft of Supervisor Evaluation||Calibration Meeting(s)||Final Evaluations|
|College of Arts and Sciences||February 21||Quarterly||January 20||January 31||February 3||February 21|
|College of Business||June 15||Sept. 15, Dec. 15, Mar. 1||February 15||March 1||March 16-31||April 30|
|College of Health Sciences and Professions||April 30||Quarterly||January 23||Week of February 10||Week of February 10||March 5|
|Division of Student Affairs||January 31||Quarterly||January 31||Date flexible, but prior to final evaluation meeting.||August - November||January 31|
|College of Fine Arts||April 1||Quarterly||March 1||March 5||March 5||March 15|
|Global Affairs and International Studies||August 1||Weeks of October 1, January 1, and April 1||May 30||Draft due by calibration meeting.||First full week of June||June 30|
|Graduate College||March 1||Quarterly||February 15||February 25||February 18 - 22||March 1|
|Heritage College of Osteopathic Medicine||December 31||Second half of February, May, August, and November||January 18||Date flexible, but prior to final evaluation meeting.||Mid-January to Mid-February||March 15|
|Honors Tutorial College||April 1||First week of July, First week of October, and December 15-January 8)||February 15||Draft due by calibration meeting (second half of February)||February 15 - 28||March 15|
|Intercollegiate Athletics||June 30||Quarterly||May 31||June 30||June 1 - 30||June 30|
|Libraries||Last business day of March||Quarterly||1st business day of February||Last business day of February||Mid-February||Mid-April|
|Office of the President||August 15||Quarterly||April 15||May 1||May 1 - 15||June 1|
|OIT||June||Quarterly||First Monday in April||Third Friday in April||May 1 - 15||May 31|
|Patton College of Education||August 15||Quarterly||April 15||Due by calibration meeting (end of May)||May 28||June 15|
|Provost||March 31||June, September, and December||Varied by area||Due by calibration||Varied by area||July 1|
|Regional Higher Education||August 15||Quarterly||May 1||June 1||May 1 - 30||June 1|
|Research and Creative Activity||April 1||First week of July, First week of October, and December 15-January 15)||February 15||Draft due by calibration meeting (second half of February)||February 15 - 28||March 15|
|Russ College of Engineering and Technology||May 31||August, November, February||March 29/April 19||Draft due by calibration meeting||1st week of June||July 1|
|Scripps College of Communication||January 31||Quarterly||November 1||December 31||November - December||January 15|
|University Advancement||June 1||August 1, November 1, and February 1||March 18||March 25||April 1||April 8|
|University College||August 1||Weeks of October 1, January 1, and April 1||May 30||Draft due by calibration meeting (first full week of June)||1st full week of June||June 30|
|University Communication and Marketing||August 15||Quarterly||April 15||May 1||May 1-15||June 1|
|University Planning and Space Management||August 15||Quarterly||April 15||May 1||May 1 - 15||June 1|
|Vice President for Diversity and Inclusion||August 15||Quarterly||April 15||May 1||May 1 - 15||June 1|
|Voinovich School of Leadership and Public Service||February 28||April, September, and January||January 18||March 15||February 22 - March 15||March 15|
|VPFA||August 15||Quarterly||May 6||May 27||June 2||June 26|
Questions or Concerns about Performance Evaluations?
As noted in the non-supervisor performance management training, employees are encouraged to take an active role in performance management. Should an employee have questions or concerns throughout the performance management cycle or about their annual evaluation, they are welcome to reach out to their HR Liaison to discuss their specific situation.