Performance Management

Performance management is an ongoing communication process between supervisor and employee.  To be effective, it is important to review performance expectations with employees at the beginning of the performance management cycle.  Performance expectations should include the results the employee is expected to achieve during the rating cycle as well as the behaviors expected as the employee performs the job.

A new Purdue system-wide performance evaluation policy was put into place January 1, 2012.  The policy established that each benefited staff member would receive a written performance evaluation annually.  Complete policy details can be accessed through the following link:  Policy:  Performance Evaluations for Staff (VI.F.7).

Performance Evaluation Cycle

Performance Management requires careful planning and ongoing interaction between the supervisor and the employee.  The university's performance evaluation policy has established specific evaluation components and procedures for implementing and conducting performance evaluations.  

The following tools and resources are available to help managers and supervisors conduct performance evaluations.

Performance Evaluation Forms:

Each of the following performance evaluation forms use a rating scale from 1 to 5, with 1 being unacceptable and 5 being outstanding.   Competencies are tailored for the type of position specified but can be used for other positions if desired.  All other forms require HR/Unit Head approval.

• Administrative & Professional Performance Evaluation (Word)
• Athletic Coaching Performance Evaluation (Word)
• Clerical & Service Performance Evaluation (Word)
• Management Performance Evaluation (Word)
• General Performance Evaluation (Word)
• General Performance Evaluation (Excel)

Performance Rating Scale

The following performance rating scale is the standard rating scale for each form.
5 = Outstanding:  Employee consistently exceeds performance standards.
4 = Exceeds Expectations:  Employee meets and often exceeds performance standards.
3 = Meets Expectations:  Employee consistently meets the performance standard.
2 = Improvement Needed:  Employee meets but often falls short of performance standards.
1 = Unacceptable:  Significant improvement require

Human Resources will offer several training sessions to introduce employees to the new Purdue system-wide performance evaluation policy.  All employees are to attend training.   Additional training dates are being scheduled for January 2013.

Newly hired clerical and service employees are subject to a 90-day provisional period of employment.

Performance Feedback Guide for Provisional Employment (PDF)

Clerical and Service Staff Performance Review Form (Word)