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The Performance
Management Process
ADMINISTRATIVE/PROFESSIONAL AND UNIVERSITY STAFF EMPLOYEES
Welcome to the website for
Administrative/Professional and University Staff performance management
process at Auburn University. This site is designed to provide general
information about the University’s performance management process,
including resources to assist both supervisors and employees in
understanding and following the process.
Process Objectives
Auburn University’s performance management process
was developed through a collaborative effort allowing input by a
representative cross section of individuals within the University
community. Interviews with senior executives as well as employee focus
groups provided insight into the needs of the University and its
supervisors and employees. The performance management process was then
designed to
- Respond to focus group feedback;
- Ensure meaningful performance management based
on position-specific, job related criteria;
- Provide supervisors and employees with
additional optional tools and resources for successful performance
improvement;
- Create a consistent process for managing,
measuring, and developing individual performance;
- Align individual performance with the values of
the University;
- Measure what individuals achieve and how they
achieve it;
- Enhance linkages to career development and
career paths, where appropriate; and
- Better support compensation decisions.
The Steps in the Process
There are three major steps in the Performance
Management Process which operates on a calendar year: (1) Planning
should take place in January/February . (2) Coaching and Feedback occur
throughout the performance year. And (3) the Review is completed in
December and submitted to Human Resources by January 31 of the following
year. See the Timeline for the Performance Year for a graphic
representation of the process.
Forms for Planning and Review
All the forms for the system, both optional and the
one required form, are available on this Web site. All forms are
available in an electronic and paper form. If you choose to use the
electronic versions, be sure to save them on your computer in a location
that will enable you to return to them. There are no electronic
signatures available for use with the electronic versions. Only the
completed Performance Management Planning and Review Form is required to
be submitted to Human Resources in January following the completion of
the performance year.
Performance Management Training for Supervisors
Human Resource Development (HRD) offers four courses directly in support
of the process: PM100, "Supervisor’s Introduction to Performance
Management," will be the course to introduce the process to new
supervisors who join the University after the initial
training—participants
in PM100
are requested to complete
Performance Management Pre-Class Study Materials prior to attending
the training session; PM110, "The Principles
of Performance Management," explains in some detail the three principles
of planning, coaching, and feedback; PM120, "Establishing and Explaining
Performance Expectations," will offer extensive practice in determining
performance expectations/outcomes and suggestions on how to articulate
expectations/outcomes to employees; and MG520, "Coaching," will go into
more detail on coaching and feedback. Check the HRD “Schedule of
Courses” to determine when these courses are offered. |
