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Developing Talent, Supporing Success
Developing people to their highest potential is a basic leadership responsibility. ACE Performance helps supervisors and employees achieve optimal performance and development through collaborative discussions on job clarity, university core values, goals, initiatives, and contributions to the department's mission and success. In other words, it helps us "ACE" performance at Auburn.
ACE Performance was developed for us, by us, so it has Auburn's culture and values written all over it.
A&P and Staff employees will participate in the ACE annual performance process.
What is ACE?
ACE Performance is a development process that helps employees and supervisors work together to achieve personal, departmental, and organizational goals. The following steps can all be completed on the ACE Performance Document available for download from the Additional Resources section below:
Align
Supervisors and employees establish a shared understanding of job responsibilities, goals, priorities, and contributions to the department’s mission. Align provides the foundation for success throughout the performance year and helps everyone focus on what matters most.
Collaborate
The longest phase of ACE Performance emphasizes ongoing communication. Supervisors and employees meet regularly to review priorities, celebrate accomplishments, discuss development opportunities, and address challenges before they become obstacles.
Evaluate
Supervisors complete the annual evaluation and discuss performance with each employee. The Evaluate phase reflects the conversations that have taken place throughout the year and helps launch the next Align phase for continued growth and success.
Auburn Core Values and Leadership Principles
Auburn Core Values
Grounded in the Auburn Creed and reflected in our daily work.
Auburn University supervisors and employees are expected to adhere to Auburn University's Code of Conduct and Ethics. As supervisors and employees move through the stages of ACE Performance, these values should guide decisions, actions, and conversations.
Integrity
We pursue our work with honesty, professionalism, and ethics that foster trust and accountability.
Respect
We honor the rights and dignity of others and help create an environment where people are welcomed, valued, respected, and engaged.
Commitment to Excellence
We pursue our work with distinction, diligence, and an unwavering commitment to advancing Auburn’s mission.
Leadership Principles
Expectations for supervisors leading Auburn employees.
Auburn University supervisors are expected to follow university policies and exemplify the leadership principles of Empower, Enable, Encourage, and Develop in their interactions with direct reports.
Empower
Give employees clarity, ownership, and confidence to do meaningful work.
Enable
Provide the support, tools, information, and guidance employees need to succeed.
Encourage
Recognize progress, provide feedback, and help employees stay engaged.
Develop
Support continued growth through coaching, learning, and development opportunities.
Additional Resources
- ACE Performance Document for Employees - Use this document if your employee is not a supervisor.
- ACE Performance Document for Supervisors - Use the document if your employee supervises others.
- ACE Performance for Employee Self-Assessment Form
- ACE Performance Weighting Worksheet
- ACE Performance User Guide
Your Campus HR Team representative will reach out with additional information during the evaluation phase. For questions, email aucomp@auburn.edu.
FAQs
Yes.
While comments for a rating of 3 are optional within the ACE Performance process, departments may establish additional expectations that require supervisors to provide supporting comments. Doing so can help ensure consistency, provide meaningful feedback, and better document employee accomplishments and contributions.
This decision is encouraged to be made at the SVP and Dean level but if made at the Supervisor level, all direct reports weighting vs. non-weighting must be consistent.
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During the Align phase supervisors can add responsibilities in Section 2 Job Clarity.
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Phase 2, Collaborate, is where most of the time is spent between July and April. Supervisors review goals and development opportunities and employees can add accomplishments. Time should also be spent on discussing the Auburn Core Values and Leadership Principles.
If an employee’s position description needs to be modified, work with your supervisor and HR Liaison. Your Campus HR Team representative will submit the information/changes into JDXpert on your behalf.
