Planning and Evaluating Employee Performance

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For employees to deliver their best performance, they need to know what is expected of them. Managing employee performance is an ongoing process, rather than a single annual event, that can include creating a program and development plans and evaluating performance based on a program or job description.

Develop Your Skills

Supervisors can become more skilled at performance management. Register to participate in training about this important supervisory skill.

Seek Guidance For Difficult Situations

Performance Programs

An employee's program defines role-based competencies and behaviors so he or she knows exactly what is expected. These should include job-specific skills and responsibilities for each individual. Creating a program should happen as soon as a person is hired and should be revisited at least annually.

Templates For Programs

Select the template for your employee based on his or her UB affiliation (state or Research Foundation) and group. Download and use it to create a custom program.

Performance Evaluation (Appraisal)

The performance evaluation interview occurs after you have collected information about the employee's performance and drafted a performance evaluation or appraisal document. The interview is typically the final step of the appraisal process between the employee and yourself. Three factors consistently contribute to effective evaluation interviews:

  • Your knowledge of the employee’s job and performance in it
  • Your support of the employee
  • The employee’s participation in the discussion

Templates For Evaluations

Select the template for your employee based on his or her UB affiliation (state or Research Foundation) and group. Download and use it to write a  performance evaluation (appraisal).

Probationary Period Evaluation

The probationary period is the final and perhaps most critical step in the selection process. It is intended to provide an opportunity to evaluate an employee on the knowledge, skills and ability (as demonstrated by the employee’s conduct and performance) not evaluated by other parts of the selection process.

See Steps in Probation Period

Make the Employee Permanent

Submit an ePTF:
  • At any time after the minimum period indicated in the ePTF notes section
  • At the end of the probationary period

Notify the Employee

Send a probationary completion letter to the employee.

See a sample of a classified probationary completion letter.

If the conduct or performance of a probationer is not satisfactory:

  • Terminate employment at any time after 8 weeks or before completion of the final period of probation
  • Notify the employee in writing of the decision to terminate two weeks prior to date of termination
  • Contact with the former department if the employee is in a title to which she/he has been promoted 

See a sample of a classified probationary termination letter.

Evaluate Your Employee During Probation

  • Visit the Action tab under the Staff Management Dashboard in SIRI to find the Civil Service probation dates
  • Complete and submit the evaluation form before each report due date
  • Submit completed form to Human Resources

Evaluation Forms

Contact an Expert

Gloria Meyer

Help Desk Support Specialist

Customer Service

Phone: 716-645-8159; Fax: 716-645-2724

Email: gmeyer@buffalo.edu

Plan Job and Professional Skill Development With Your Staff

Take advantage of a rich catalog of training and development opportunities to assist your staff to grow in their jobs or ask for guidance from UB's expert training staff.

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Acquire or enhance a skill and learn best practices to improve your effectiveness in your role at UB.

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Learn or improve a computer skill to enhance your role performance.

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Request a one-on-one consultation to get advice on the best approach for training for your department.

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Request a one-on-one consultation to get advice on the best approach for training for your department.

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Faculty and Staff can request a consultation about a number of topics for themselves or their employees.

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