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Staff Performance Management Process
Need OnBase-Performance Support? Complete the OnBase-Performance Support Form!
The goal of Clemson’s performance management process is to help employees maximize their performance potential.
The process comprises three major phases: Planning, Performing and Monitoring, and Evaluation with continual communication and feedback throughout the process. Please familiarize yourself with the phases and your supervisory responsibilities as outlined below.
Staff Performance Management is required to be completed using OnBase-Performance for all full-time equivalent (FTE) and new hire/probationary employees. Time-limited positions (TLP), Temporary Grant positions (TGP) and Temporary positions will not use OnBase Performance.
FTE Staff
OnBase-Performance Guidance and Resources for FTE Staff
- Full Time Equivalent (FTE)
- New Hire/Probationary Year
Temporary Staff
Planning and Evaluation Resources for Temporary Staff
- Time Limited Positions (TLP)
- Temporary Grant Positions (TGP)
- Temporary Employees
Performance Management Stages
Planning Stage
The PLANNING STAGE should be completed within the first 45 days of the Performance Period (PDF). You should work with your supervisor to create your planning stage, including your job functions (job duties and success criteria), objectives for the review period and competencies.
Employee Responsibilities:
- Meet with supervisor to review the position description and discuss goals for the department
- Collaborate with supervisor to define goals for job functions, objectives and competencies for the performance period
- Meet with supervisor to build the planning stage using SMART criteria
Resources:
Performing and Monitoring Stage
The PERFORMING AND MONITORING STAGE occurs throughout the performance period.
Employee Responsibilities:
- Monitor your progress against the expectations set in the planning phase to ensure you stay on track
- Take action on duties, goals and competencies
- Meet regularly with your supervisor and seek their feedback and advice
- An unofficial mid-year review is encouraged to facilitate ongoing communication between you and your supervisor
Resources:
Evaluation Stage
The EVALUATION STAGE occurs within the last 90 days of Performance Period (PDF). You will complete a self-evaluation and the supervisor will formally evaluate your performance for the year. Communication and feedback should have been given by the supervisor throughout the review period; the employee should know how actual performance compares to the expectations set in the planning stage.
Employee Responsibilities
- Complete self-evaluation
- Meet with supervisor to discuss performance and evaluation
Resources:
Frequently Asked Questions
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Should my supervisor review my Position Description with me on a regular basis?
Yes, your supervisor should be reviewing your position description each year when it is time to complete your planning stage.
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I did not receive a planning stage. What does that mean for my Performance Evaluation?
Sometimes a change in supervisor or another event may cause a planning stage to go undone. A performance review may still be conducted. However, every effort should be made by the supervisor and employee to ensure that a new planning stage is drafted following the review.
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What are the expectations for a new employee with regard to performance management?
Please familiarize yourself with Staff Performance Management Policy and the resources on this page. Your supervisor should be meeting with you within your first two months of employment to create a planning stage document. If you do not receive this document, please talk to your supervisor.
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I need help with OnBase-Performance. Who can I contact?
Please complete the OnBase-Performance support form to submit your questions. A member of the support team will be in touch within 1-2 business days to assist you.
