The Office of Human Resources and Administrative Staff Council have collaborated to create three new performance appraisal forms. The rating options include a letter scale (form 1), a number scale (form 2), and a narrative justification (form 3). The Office of Human Resources encourages you to use one of the three forms below. However, if your department/area/college has performance appraisal forms that you currently use and would like to continue using, please do so.
Performance Management offers assistance to supervisors by advising them to maintain or improve employee job performance through the use of performance assessment tools, coaching and counseling, as well as, providing continuous feedback.
Performance assessment tools include the following performance appraisal/evaluation tools:
Other performance management tools such as coaching and counseling sessions are resources available to guide supervisors through the process. Training is available on the topics of Coaching and Counseling. Please visit our professional development page for more information or contact OHR at 419-372-8421.
A Performance Improvement Plan (PIP) is another tool used by supervisors to provide employees with constructive feedback. Implementing a PIP requires the following:
- A facilitated discussion between the supervisor and the employee
- An outline of the issues or areas of concern
- How performance/behaviors are not meeting expectations
- Expectations for improvement
- Timeline for improvement (e.g. 30, 60 or 90 days) with regular review meetings
- Statement of consequences of continual failure to meet expectations
Progressive discipline may be necessary in some situations and include the following for classified employees:
Verbal warning (Classified staff)
Written warning (Classified staff)
- Non-renewal of contract (Administrative staff)
Ohio is an At-Will state and BGSU is an at-will employer for
administrative staff. Collectively bargained agreements (union
contracts) for the faculty and police which identify performance