For Depts. - ER/LR: Performance Management - P&S

Professional and Scientific Staff

Performance Management

The purpose of Performance Management is to help the employee be successful in his or her position.  When an employee fails to meet the expectations that have been outlined, it is important that management progressively counsel the employee to help him or her meet the outlined expectations. 

The Employee and Labor Relations Office is available to consult with you regarding your questions regarding the appropriate steps to take when addressing employee performance problems.  The Employee and Labor Relations Office may be involved in advising both the employee and management in any of the processes below. 

  1. P&S Performance Management Program Glossary
  2. P&S Performance Management Program Guidelines for Supervisors
  3. P&S Performance Management Program
  4. P&S Frequently Asked Questions for Supervisors

Salary Adjustment Policy

Performance Appraisal (Annual Review)

Performance Appraisal Forms
     Sample 1
     Sample 2

Forms and Tips for completing an Annual Review - information available in Link to HR - Dept Toolkit - See your HR Liaison for information.

Behavioral Observations of Poor Performance

  1. Measuring and Assessing Performance
  2. Outline for Conducting an Effective Performance Review

Performance Improvement Plans

Performance Improvement Plans are often used to monitor a staff member's performance toward the expectations of the position requirements. 

Template of Performance Improvement Plan


It is recommended that management counsel employees when a pattern of poor performance/behavior is observed. 

Summary Dismissal

The P&S Summary Dismissal policy allows a supervisor to engage and implement involuntary termination proceedings when appropriate, while also assuring due process for the employee.

  1. P&S Procedures for Appealing a Summary Dismissal Decision
  2. P&S Procedures for Requesting an Approval Summary Dismissal

In addition to the items outlined above, it may also be necessary to issue an employee a Written Reprimand or Unpaid Suspension for behaviors or performance that are more severe in nature but do not reach the Summary Dismissal Criteria.  Before issuing, please consult with the Employee and Labor Relations Office.