Performance Management

Important Dates and Information

  • At Auburn University, the performance year/review period is from June 1 until May 31.

  • All regular full-time and part-time employees, with the exception of some recent hires, should receive a performance review. 

  • Most reviews and discussions will occur in the month of June. 

  • The due dates for supervisors/managers to submit performance reviews vary by department/unit, so please check with your Liaison or unit leadership for your respective deadline.

  • Employees are encouraged to complete the Self-Appraisal Form and submit it to their supervisor before their review.

New Performance Review Form

  • Based on the feedback that we received from employees, supervisors, and campus leadership, we have created a new review form which may be used for this performance year (2018-19).  

  • This is a shorter and simpler form that gives supervisors more options. This form will also facilitate more opportunities for an employee and his or her supervisor to communicate year-round.

  • This new form allows employees to be rated on their job duties / responsibilities / position goals/ and/or previously identified development needs -- all in the same place and in the same form.

  • There is a new five-point scale, rather than a four-point scale, for rating job duties or responsibilities, goals, or developmental needs (see below).

  • Supervisors can now easily choose to cut and paste from a list of Observed Behaviors. These behaviors not only have definitions, but also have examples of what supervisors would observe as contributing to the success, or lack thereof, of the employee achieving the expected outcomes established for the performance period.

  • There is also a place for the employee and supervisor to discuss development opportunities for the upcoming year.

  • We will offer this new form until we convert to an electronic system.

  • Departments/divisions may use the new Performance Review Form or the updated Performance Management Planning and Review Form (traditional), which also features a five-point scale. Check with your Department/Division leadership, or HR Liaison, before deciding on which form to use. Keep on the lookout for additional information that may be forthcoming.

New Five-Point Rating Scale

What should I know about the new scale?

The new form and the updated traditional form both feature a five-point rating scale. This new scale will be used to determine how well an employee is meeting or exceeding requirements for the respective job duty/responsibility/position goal/previously identified development need. The scale and definitions are listed below.

  • May replace “Leading Performance”

  • Performance is consistently superior and significantly exceeds expectations.

  • Typically, in a “performance-oriented” culture, 5 to 7 percent of employees will be performing at this overall rating level.

  • Your department may require a detailed justification for this rating.

  • May replace “Leading Performance”

  • Performance frequently exceeds expectations.

  • Typically, in a “performance-oriented” culture, 30 to 35 percent of employees will be performing at this overall rating level.

  • Replaces “Strong Performance”

  • Performance consistently meets expectations.

  • Typically, in a “performance-oriented” culture, 50 to 60 percent of employees will be performing at this overall rating level.

  • IMPORTANT: This is a very good rating.

  • Replaces “Building Performance”

  • Performance meets some, but not all of the expectations.

  • Typically, in a “performance-oriented” culture, 4 to 5 percent of employees will be performing at this overall rating level.

  • An overall "Marginal" rating would warrant a Performance Improvement Plan developed with Employee Relations.

  • Replaces “Improvement Essential”

  • Performance consistently fails to meet the minimum expectations.

  • Typically, in a “performance-oriented” culture, roughly 2 percent of employees will be performing at this overall rating level.

  • Your department may require a detailed justification for this rating.

  • An overall "Unacceptable" rating would warrant a Performance Improvement Plan developed with Employee Relations.

On-Demand Training

Employees, Supervisors, and Managers

AU Human Resources has created three online training courses through Fast-Train for employees, supervisors, and managers that are available on demand. These classes focus on performance management, the new form, and the new rating scale:

  • MG500E, An Introduction to Performance Management at Auburn University: This training, for employees, supervisors, and managers covers the benefits of having a systematic performance management process, identifies those involved in the performance management process, and describes the new five-point rating scale.

  • MG505E, Performance Management Fundamentals for Employees: The Performance Management Process is a continuous cycle that involves Planning, Coaching and Feedback, Planned Check-ins, and the Year-End Review. This training is a detailed description of the entire Performance Management Process, how it relates to employees, and how employees can best prepare for their Year-End Review. MG500e is a prerequisite to this course.
  • MG510E, Performance Management Fundamentals for Supervisors: The Performance Management Process is a continuous cycle that involves Planning, Coaching and Feedback, Planned Check-ins, and the Year-End Review. This training is a detailed description of the entire Performance Management Process and how it relates to the supervisor/employee relationships as well as the Performance Review Form and how to use it. MG500e is a prerequisite to this course.

Key Documents and Forms

Forms and Documents
Forms and Documents Description Format
Shorter and simpler form that focuses on job duty, responsibility, position goal, or previously identified development need. MS Word
New Performance Review Form Guide This guide includes tips and examples to help users navigate the new Performance Review Form. PDF
Traditional Performance Review Form Longer form that focuses on Universal Performance Dimensions and Job-Specific Competencies MS Word
Employee Self-Appraisal Form This form can be used to gather information prior to the Year-end Performance Review. Use of the form is optional. MS Word

Employee Performance Management Planning Form

This form is similar to the Employee Self-Appraisal Form, but includes questions designed to assist the employee as he or she prepares for the meeting on Planning.

MS Word
Trades Performance Review Form MS Excel
Performance Management Log Form This form can be used throughout the year by either the employee or the supervisor to write down any achievements, demonstrations, or outcomes in various areas of job performance. MS Word

* If Microsoft Office Visio is downloaded on your computer, the Observed Behaviors hyperlink may cause you some technical issues with Microsoft Word.  If these issues occur, please contact your department's IT professional or the Office of Information Technology. A form without the Observed Behaviors hyperlink but with a shortened URL to the page is also available for your use. 

Key Websites

Website Description
Observed Behaviors On the New Performance Review Form, supervisors can easily choose to cut and paste from a list of behaviors. These behaviors not only have definitions, but also have examples of what supervisors would observe as contributing to the success, or lack thereof, of the employee achieving the expected outcomes established for the performance period.
QuickDive videos AU Human Resource Development’s QuickDive videos are agile resources for professional development. Short videos have been provided for employees to be able to access knowledge when they need it and apply what they learn immediately. With only one takeaway, these small bites of focused information are retained and internalized better than long training sessions or longer eLearning content.

For More Information

Email Human Resource Development at hrd@auburn.edu, or Bill Shannon, Director, Human Resource Development, at wps0012@auburn.edu. You may also call (334) 844-1602. 
Last updated: 06/25/2019