Performance Management


A performance management system that allows Iowa State University to evaluate the relevant factors of job duties and responsibilities of its employees focuses on communication and continuous performance improvement. Performance management assumes each employee wants to do his/her very best and helps them measure attainment. Additionally, performance management also provides documentation of sustained poor performance. Communication between supervisors and employees and within work teams is vital to the success of the university efforts to create, share and apply knowledge.

Review Frequency

Employees should be reviewed annually.

Discipline Policies and Procedures

If due to the serious nature of, and/or the professional consequences stemming from, unacceptable behavior or conduct (on or off the job) as determined through administrative review, and establishes grounds for summary dismissal. An employee facing summary dismissal shall have the right to appeal the decision. See Conflict in the Workplace for information.

Professional and Scientific: Refer to the Performance Management Policy 

Merit: Refer to the Merit Rules

If due to the serious nature of, and/or the professional consequences stemming from, unacceptable behavior or conduct (on or off the job) as determined through administrative review, and establishes grounds for summary dismissal. An employee facing summary dismissal shall have the right to appeal the decision. See Grievance Management for information.

Probationary Period (Merit Employees Only)

When an employee is initially hired into a supervisory or non-supervisory merit position, he or she serves a 6 month probationary period.  Following the successful completion of his/her probationary period, the employee is considered to have reached permanent status.

Performance Improvement (Merit Employees Only)

A supervisor or manager may choose to utilize a Performance Improvement Plan (PIP) as a way to coach an employee, communicate expectations, and measure an employee's performance. The goal is to provide the staff member with feedback so that he or she can improve their performance.  A Performance Improvement Plan is not a form of discipline.

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QUESTIONS?
Employee/Labor Relations Office