Performance management is about successfully accomplishing work expectations set between supervisors and employees for the year.

The current performance management process was introduced in 2018-19 to ensure that AU employees and their supervisors work together to reach personal, unit and organizational goals as well as experience increased engagement and productivity.

The four phases that make up Auburn’s Performance Management Process are Planning, Coaching and Feedback, Planned Check-ins and the Year-End Review.

To learn more about Auburn’s Performance Management Process, watch our QuickDive video.

Dates and Information

At Auburn University, the performance year begins June 1 and ends May 31. Each phase of the Performance Management Process should take place during the dates specified below:

  • Planning: June 1- Aug. 31

  • Coaching and Feedback: year-round

  • Planned Check-in: Nov. 1-Jan. 31

  • Year-End Review: March 1-May 31

All regular full-time and part-time employees with a full-time equivalent (FTE) of .5 or greater, with the exception of some recent hires, should receive a face-to-face performance review meeting with their supervisor.

Planned Check-Ins

As a reminder, the fall and winter months (Nov. 1-Jan. 31) mark the Planned Check-in or Mid-Year Review portion of the Performance Management process at Auburn University. This is a time for supervisors and employees to review the goals and expectations established during the Planning Phase of the performance year, which began on June 1.  

What You’ll Need

  • As a reminder, departments and units will return to the paper-based Performance Review form established in 2019 while a new system is identified and developed. The paper-based form can be used for all four phases of the performance year. There is one document for the entire year. 

Best Practices for Planned Check-ins  

  • Schedule a Check-In meeting with each of your employees.  

  • Open the Performance Review form saved during the Planning Phase. Review the five to 10 position responsibilities, goals, and development needs identified in the Planning Phase. 

  • Date and make updates and additions to the performance plan for the year.  

  • Save this document and send a copy to your employee. 

For questions, contact us at hrddept@auburn.edu. 

Training Opportunities

AU Human Resources has created three online training courses for employees, supervisors, and managers that are available on demand:

  • SM501E | 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 five-point rating scale.

  • SM502E | 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 supervisor/employee relationships as well as the Performance Review Form and how to use it. SM501E is a prerequisite to this course.
  • SM505E | 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. SM501E is a prerequisite to this course.

Our QuickDives are 4 to 6-minute videos that are agile resources for learning more about performance management. With only one takeaway, these small bites of focused information are retained and internalized better than long training sessions or longer eLearning content.

Documents and Websites

Document or Website

Description

Performance Review Form

This Microsoft Word document focuses on job duties, responsibilities, position goals and previously identified development needs.

NOTE: Auburn University Human Resources is committed to making our website, learning materials, and forms accessible to all employees. Please email hrddept@auburn.edu if you have accommodation requests or accessibility needs in regards to the Performance Review Form..

Performance Review Form Guide

This PDF guide includes tips and examples to help users navigate the new Performance Review Form.

Employee Self-Appraisal

This Microsoft Word form can be used to gather information prior to the Year-End Review. Use of the form is optional.

Best Practices in Performance Management 

This PDF features a collection of articles regarding performance management at Auburn University.

Observed Behaviors

This website features a tool where 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.

 

FAQs

Departments and units will be using the paper-based Performance Review form developed in 2019 while a new system is identified and developed. The paper-based form is used for all four phases of the performance year. There is one document for the entire year.

  • Pay can grow within a job through merit increases. Merit increases are awarded in October and are based upon the rating received on the annual performance appraisal. This is why an honest and unbiased review process is necessary.

  • All pay decisions are subject to the availability of current and continued funding.

  • Option 1: Reach out to your supervisor and request a meeting.

  • If option 1 is not available, reach out to your HR Liaison.

  • Employee Comments: Just under the Overall Comments section in the Performance Review form, there is a place for you to leave comments.

    • This is an important section that provides you the opportunity to share your thoughts, whether positive or negative, about specific sections or the overall review and the discussion that has just taken place.

    • Since clarity of understanding is the goal of the performance management process, you are encouraged to document your thoughts in this section. Your honest and accurate comments are important. Your comments will not be held against you.

  • Acknowledging/Signing the Evaluation: Once you add your comments to the Performance Review Form, you will need to acknowledge/sign that the Year-End Review meeting took place. Your acknowledgment attests to the fact that the discussion has taken place, and helps the university monitor its obligation to you.

  • If you choose to not acknowledge your evaluation, this will still complete the performance year for you. 

If an employee refuses to sign the form, make note of this and initial in the same space as the employee signature. This notation needs to be done in front of the employee at the time of the conversation. 

Last updated: 11/15/2022