Fostering a Culture of Excellence

UPDATE! In July 2023, nearly 2,000 University employees participated in a performance management survey focused on process improvements.

Human Resource Development (HRD) conducted a meticulous review and presented the results to President Roberts. Based on our review and senior leadership guidance, we have established a University Performance Management Design Team to build a new performance review template and modify the annual performance management process for the 2024-25 performance year.

Keep up with our progress under the What’s Coming section of this page!

2023-24 Performance Year

Efforts to offer an improved template and process are under way. We appreciate your patience as we work carefully and deliberately to provide campus a best-in-class performance management process and review template. 

Until then, we are operating with the performance process and Microsoft Word template that has been in place for the past few years. The main goal remains the same: to ensure AU employees and their supervisors work together to reach personal, department/unit and organizational goals. That process is composed of four major components:

Planning Phase


The Planning phase is held:

  • To establish and agree on job functions.

  • To set clear goals and expectations for the year.

Coaching and Feedback

(As Needed)

Coaching and Feedback are encouraged throughout the year to help ensure that:

  • Expectations are met.

  • Any concerns are addressed.

Planned Check-ins

(As Needed)

  • Planned Check-ins are held at the discretion of supervisors, serving as a check-point along the way to monitor progress.

  • They provide recognition and praise for continued good work, and also address any improvement issues.

Year-End Review

(May to June)

An annual performance review and meeting between the supervisor and the employee are required each spring.

What to Know for 2023-24

As a reminder, all Auburn University non-faculty employees who are .5 FTE and higher participate in the annual performance management process.

Important forms and documents for the 2023-24 performance year include:

For questions, contact your HR Liaison or email

What's Coming?

Partnering in Performance

In March 2023, HRD established a dedicated performance management working group of approximately 20 individuals. As of August 2023, there was representation from the following colleges and divisions:

  • Harbert College of Business

  • College of Veterinary Medicine

  • Business & Administration

  • Harrison College of Pharmacy

  • Facilities Management

  • Alabama Cooperative Extension System

  • Office of Audit, Compliance, and Privacy

  • Office of Information Technology

  • University Human Resources

  • Provost's Office

  • Jule Collins Smith Museum

  • Gogue Performing Arts Center

  • Office of Inclusion and Diversity 

  • Auburn Athletics

The group's mission was to determine if there was a need to modify any portion of the current performance management process/review. In September, the team transitioned to a design team with the goal to revamp Auburn's performance management processes and templates, to include an automated system that is simple and intuitive. The group's goal is to create a performance management and review process that is embraced and supported at all levels, viewed as a tool for coaching and development, straightforward and consistent, easy to manage, and focused on goals and values.

We are committed to making performance management a positive and beneficial experience for everyone involved.

For questions, email


The working group held its first meeting on March 2, with the goal of creating a performance management and review process that is:

    • Helpful for the broader AU Family

    • Endorsed and supported at all levels

    • Viewed as a tool for employee coaching and development 

    • Simple, consistent, and intuitive

    • Paperless

    • Easy to manage

    • Focused on future goals and past performance

The group was also asked to consider questions for a campus-wide Qualtrics assessment.

The group discussed potential questions for a campus-wide survey for employees and supervisors that focuses on performance management at Auburn. The group selected 10 initial questions and suggested that the survey be conducted following the end of the 2022-23 performance year, which concluded on May 31.

The group also started identifying potential performance standards.

The Qualtrics survey and communication plan was developed, with two surveys (non-faculty employees and supervisors) being shared on July 17.

The working group is scheduled hold its next meeting in late July.

Nearly 2,000 employees and supervisors completed the performance management assessment.

Some key findings include:

  • 97% of both employees and supervisors believe supervisors should be appraised on leadership.

  • 95% believe employees should be appraised on both performance and values.

  • 37% stated that performance-related conversations are not happening.

In addition to coaching/feedback, and job clarity being identified as the most important aspects of the performance management process, respondents identified 10 primary values and performance behaviors aligned with the AU Creed.  

The Auburn family shared some excellent recommendations that, by our 2024-25 performance year, will be implemented:  

  • A new performance review template

  • A simplified performance management process

  • Supervisor leadership training/development

We look forward to making these positive changes to help Auburn University achieve performance and leadership excellence. 

Additional information

The Performance Management Working Group has shifted to a Partnering for Performance design team. The first goal of the new team is to identify potential internal and external vendor recommendations and to schedule demonstrations from the top contenders.

For More Information

Please email if you have any questions.

Last updated: 09/29/2023