Ohio State and the Office of Administration and Planning are committed to fostering a high-performance work culture. To support these efforts, the performance management process encourages communication between a supervisor and staff member throughout the year.
The Buckeye Performance tool provides a method for setting performance expectations and tracking a staff member’s progress towards those expectations. It should be used to enter and track annual goals and to perform end-of-year performance evaluations using the Buckeye Performance rating scale.
Overview
I. Timeline
- Start of Performance Cycle
- Late July – Window opens for staff to enter their goals into the performance management tool, once notified by HR.
- November - February – At least one check-in meeting should be held during this time frame and continuous feedback throughout the year is encouraged. Notes of such meetings must be entered into the performance tool.
- Mid-year
- Mid-May – Employee self-reviews must be completed in the Buckeye Performance tool.
- Mid-May to mid-June – Supervisors meet with employees to review performance from the previous year and provide each employee their overall rating.
- End of Performance Cycle
- Mid-June – Final performance evaluations should be signed by the employee and supervisor and entered into the Buckeye Performance tool.
II. Annual Goals and Competencies
- All staff should develop and document at least three (3) SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) or performance expectations with their supervisor each performance cycle
- Each staff member is also encouraged to develop at least one professional development goal for the year.
- Goals should be tied to the mission, vision and values of each business unit.
- It is important that supervisors provide regular, on-going feedback throughout the year to staff regarding the progress they are making towards their goals.
III. Self-Evaluation
- All staff are encouraged to submit an annual self-evaluation in the performance management tool.
- This is the staff member’s opportunity to summarize their accomplishments over the past year.
- The manager will review the self-evaluation with the employee and discuss their thoughts on the staff member’s performance.
IV. Year-End Performance Review
- During the annual year-end performance review meeting, supervisors will go over the performance ratings with each staff member.
- Supervisors should also provide a written summary of the staff member’s overall performance.
- Each staff member will have the opportunity to provide comments related to their performance ratings.
- During this discussion, goals should be reviewed and agreed upon.
- Both the supervisor and the staff member must sign off on the completed evaluation.