These resources are intended for members of the OSU IT/Controller's Unit Performance Management Pilot. They do not represent current OSU Policy.
These resources are exclusively for Professional Faculty.
The supervisor and employee tailor the rating scale as they complete the Goals, Standards & Metrics step. They use the SMART Goal Writing process to develop goals. Each goal developed using that process is the performance standard, i.e., the performance required to successfully meet the goal.
Once the performance standard is defined, the supervisor and employee clearly define what performance at each level of the rating scale looks like. That information is then used to evaluate performance throughout the year and in the annual review.
Herein, the new Rating Scale is presented and the process to use it is detailed.
The new Rating Scale includes four ratings, i.e., surpasses expectations, meets all expectations, meets some expectations and does not meet expectations.
This rating scale will be used for professional and management employees participating in the pilot. The rating scale will be used to evaluate individual goals and overall performance.
Importantly, the rating scale needs to be applied to the individual and to each of the individual’s annual plan goals. Individual application allows a single rating scale to be used across pilot participants. And it ensures each individual is compared only to themselves within the context of their job.
Surpasses Expectations
Surpasses Expectations is performance that is consistently outstanding and far exceeds the defined performance standard. This is a rating that consistently demonstrates that more than expected results were achieved in the area of job functions, objectives and/or delivers a unique contribution to the University. Meets All Expectations is our gold standard and the Surpasses Expectations rating is exceptional.
Meets All Expectations
The performance standard is equivalent to the Meets All Expectations rating. Meets All Expectations is performance that consistently fully meets the standard. Meets All Expectations demonstrates that the employee is able to meet all aspects of their job responsibilities and functions. When an employee meets expectations, they are performing successfully on-the-job.
Meets Some Expectations
Meets Some Expectations is performance that sometimes falls below the performance standard. When an employee earns this rating, it shows that there are areas of improvement. There may be outstanding circumstances, e.g., covid or changing work unit goals, that can impede successful performance and need to be ruled out in order to accurately rate the employee’s performance. It is important to document where the employee fell short and create the opportunity to improve performance. This does not indicate that a performance improvement plan is necessary.
Does Not Meet Expectations
Does Not Meet Expectations is performance that is consistently below the minimally acceptable standard. When an employee earns this rating, it means they haven’t performed well consistently in most areas. It is important to document where the employee fell short and create the opportunity to improve performance. Additional training or a structured performance improvement plan may be necessary.
Supervisor Goal: Reduce employee turnover by 3% by offering career development and training resources to all employees by end of fiscal year.
Exceeds - Employee turnover was reduced by over 6% and supervisor worked with employees to identify, document and schedule career development and training opportunities for the next two fiscal years.
Meets All - Employee turnover was reduced by 3% and supervisor offered career development and training to all employees prior to the end of the fiscal year.
Meets Some - Employee turnover was reduced by 1% and supervisor offered career development and training to some employees prior to the end of the fiscal year.
Does Not Meet - Employee turnover was not reduced and supervisor did not offer career development and training resources to employees prior to end of the fiscal year.
Goal 2: Reduce unplanned network downtime by 4% by end of fiscal year.
Exceeds - Unplanned network downtime was reduced by over 6% and strategies were implemented to ensure network downtime is continually reduced.
Meets All - Unplanned network downtime was reduced by 4% prior to the end of the fiscal year.
Meets Some - Unplanned network downtime was reduced by 2%.
Does Not Meet - Unplanned network downtime was not reduced.
Goal 3: Process all employee expense reports and pay within 10 days of receipt of approved report.
Exceeds - All employee expense reports and pay was paid within 5 days of receipt, and documentation and strategies were implemented to continue processing expenses in a quick and efficient manner.
Meets All - All employee expense reports and pay were paid within 10 days of receipt of approved report.
Meets Some - Half of employee expense reports and pay were paid within 10 days of receipt of approved report.
Does Not Meet - Expense reports and pay were not paid within 10 days of receipt.
The supervisor and employee use the SMART Goal Writing process to develop goals. Each goal developed using that process is the performance standard, i.e., the performance required to successfully meet the goal. Hence, the goal is equivalent to the Meets All Expectations rating. When the employee consistently fully meets the standard as defined in the goal, they earn the Meets All Expectations rating.
Once a goal has been developed, Surpasses Expectations, Meets Some Expectations and Does Not Meet Expectations need to be defined for that person in relation to that goal.
For each goal: