Performance Management

The Division of Student Affairs values its employees and the contributions they make to the Division and Ohio University. The performance management process is used to create a participatory goal setting process, provide valuable and individualized feedback to employees, design programs that will provide professional development opportunities, and reward employees appropriately. This process is utilized for all division non-bargaining unit staff.

Evaluation Cycle Overview

I – Individual and department goal planning
II – Goal progress, continual evaluation and development
III – Mid-year performance evaluation & professional development discussion
IV – Goal progress, continual evaluation and development
V – End-of-year performance evaluation

Performance Management Documents

Performance Planning Tip Sheet [PDF]

Performance Evaluation Form [Word]

Performance Check-In Planner [Word]

Professional Development Plan [PDF]

Professional Development Tip Sheet [PDF]

Graduate Assistant Supervision [PDF]

Student Employment Best Practices [PDF]

Timeline

DEC. – JAN. Individual and department goal planning

1. Department head leads a goal setting discussion to define department goals for the calendar year
2. Employee considers feedback from previous evaluation and department goals to define individual goals for the calendar year
3. Department head submits department goals to the Office of the Vice President by Jan. 31
4. NOTE: All staff and departments are required to set a social justice and equity goal

JAN. – MAY Goal progress, continual evaluation and development

1. Employee and supervisor communicate regularly about progress, barriers and resources associated with individual goals
2. When necessary, supervisor utilizes Performance Check-In Planner [Word] and Professional Development Plan [PDF] as resources to offer on-going assessment, feedback and planning to employee
3. NOTE: See Professional Development Tip Sheet [PDF] for additional insights

JUN. Mid-year performance evaluation & professional development discussion

1. Employee reviews individual goals and prepares to detail progress toward and/or achievement of those goals and other accomplishments in self-assessment
2. Employee completes a self-assessment using the Performance Evaluation Form [Word]
3. Employee submits completed form to supervisor
4. Supervisor reviews self-assessment and provides employee feedback on year-to-date performance
5. Supervisor provides comments on overall performance and future development opportunities
6. Supervisor meets with employee to discuss evaluation, future focus and professional development
7. NOTE: No submission of formal evaluation is required by the Office of the Vice President for mid-year evaluations

JUL. – NOV. Goal progress, continual evaluation and development

1. Employee and supervisor communicate regularly about progress, barriers and resources associated with individual goals
2. When necessary, supervisor utilizes Performance Check-In Planner [Word] and Professional Development Plan [PDF] as resources to offer on-going assessment, feedback and planning to employee
3. NOTE: See Professional Development Tip Sheet [PDF] for additional insights

DEC. – JAN. End-of-year performance evaluation

1. Employee reviews individual goals and prepares to detail progress toward and/or achievement of those goals and other accomplishments in self-assessment
2. Employee completes a self-assessment using the Performance Evaluation Form [Word]
3. Employee submits completed form to supervisor
4. Supervisor reviews self-assessment, rates each goal and core behavior, and provides comments to support ratings
5. Supervisor provides comments on overall performance and future development opportunities
6. Supervisor meets with employee to discuss evaluation, future focus and professional development
7. Supervisor submits signed copy of evaluation to the Office of the Vice President by Jan. 31

Ratings for Performance Evaluation Form

Did not meet – Employee did not achieve goal 
Inconsistent – Employee progress toward goal fell below expectations
Effective – Employee met the goal as outlined
Distinctive – Employee surpassed goal as outlined 

Please consult your department director should you have questions regarding this process.

NOTE: Graduate Assistant planning and evaluations [PDF] will remain on the academic year schedule (August – April).