This guide explains the performance management process and helps you understand what will happen if a concern is raised about your performance. It is intended to ensure transparency and clarity.
Performance Management Process
Be Notified of Concerns
Your manager will inform you if your performance has not met University standards in areas such as:
- Dependability or reliability
- Productivity or quality of work
- Engagement, communication, or professional behavior
Request or Attend a Discussion
- You or your manager can request a meeting to discuss the concern.
- Executive Office Human Resources (EOHR), a University Human Resource Consultant, or, if applicable, a union representative may attend.
During the Meeting
- Your manager (or EOHR) will explain the concern and the applicable standards.
- You will have an opportunity to share your perspective and provide context.
- The discussion may cover past performance evaluations, prior corrective actions, and observations from colleagues.
- Notes will be taken by your manager and/or EOHR.
Understand Next Steps
- After the meeting, your manager and EOHR Employee Relations will determine the next necessary steps.
- If corrective action is required:
- Classified staff may receive informal counseling, formal counseling, or final counseling
- Professional staff may receive informal counseling or a Letter of Expectations
- Both pathways can lead to dismissal if performance concerns continue.
Receiving the Outcome
- Your manager will communicate the outcome and expectations with you.
- EOHR Employee Relations may attend if requested by your manager.
- Updates will also be shared with relevant EOHR staff, including your Human Resource Consultant and the Executive Office Human Resources Associate Director of Employee Relations, as appropriate.
Support Contact
Contact Terry Wilson, Associate Director of Employee Relations, for guidance or clarification about the process.