Creating the Extraordinary Student Experience

  • Three Phases: Planning, Coaching and Evaluation Three Phases: Planning, Coaching and Evaluation

Performance Management

This page serves as the primary location for all information and resources related to the Office of Student Life's Performance Management process.

Performance Evaluations are due completed in the system by Monday, June 4, 2018! Supervisor and next-level approval and employee meetings must have been done for the evaluation to be complete.

You can now add new reviews for 2018-2019! 

Click below to access the

Performance Planning, Coaching and Evaluation System (PPCE)

Check out these quick videos that show managers how to get started in the PPCE:

The Office of Student Life conducts a centralized Performance Management Process, centered around a three-phase cycle of performance planning, performance coaching and performance evaluation. This process aims to develop trusting, communicative relationships between managers and employees in an effort to increase productivity and enable employees to reach their full potential.

The following outlines the three phases and items to be completed in each phase.

Performance Planning

In this first phase, managers conduct a performance planning conversation within which an employees core duties are reviewed, performance goals are mutually developed and agreed upon and university values are reviewed as the expectation of how we complete our work. Managers also review the performance evaluation criteria and rating scale during this conversation. This phase begins in July with the start of a new year and must be completed and entered into the performance system by October 1.  

Performance Coaching

The second phase requires managers to conduct at least two formal coaching conversations with employees in which they review progress toward the effective delivery of their core duties, completion of performance goals and their ability to complete their work in a manner reflective of the university values. Managers and employees are expected to engage in this discussion of feedback and encouragement toward improved performance.  Managers will set time aside to conduct a formal coaching with their employees during the months of November/December and February/March. Additional coaching may be provided at additional times throughout the year.

Performance Evaluation 

In this final phase of the performance cycle, managers will deliver a performance evaluation which rates the employee on their ability to deliver on the core duties, goals and university values outlined in the performance planning conversations. Ratings will be provided for the core duties, each performance goal and each university value. Employees are asked to share their reflections on their performance as well as feedback on what they need to be successful in their role in the upcoming year.

The performance management process is a mutual investment by both managers and employees. As such, managers are responsible for driving this process within their teams while employees are expected to be participatory in this process.

Performance eTool: Online Performance Management System

As part of the centralization of performance management, the online system records all phases of the performance management process. Managers and supervisors are expected to use this online tool to track core duties, all performance goals, coaching conversations, demonstration of university values and final ratings in all of the aforementioned categories. The system also provides a mechanism for next level supervisor input and employee sign-off of a performance review once delivered.

Training for Supervisors

Student Life Performance Management training is a blended learning course reinforcing the performance management philosophy of the Office of Student Life and provides managers and supervisors with the training and tools to effectively manage a performance cycle from goal development to evaluation.

Register for this training in BuckeyeLearn.