Ohio State is in the process of revising websites and program materials to accurately reflect compliance with the law. While this work occurs, language referencing protected class status or other activities prohibited by Ohio Senate Bill 1 may still appear in some places. However, all programs and activities are being administered in compliance with federal and state law.

Performance Management

Cultivating Excellence

The Office of Administration and Planning is dedicated to maintaining a high-performance culture at Ohio State that is built on ongoing communication between supervisors and staff.

Buckeye Performance Management Tool
women talking

At Ohio State, we believe great work starts with great conversations. The Office of Administration and Planning encourages ongoing dialogue between supervisors and staff to help every Buckeye grow, succeed, and contribute to a culture of excellence. 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.