Fostering Growth and Success

Performance management is about successfully accomplishing work expectations set between supervisors and employees for the year.

The current performance management process was introduced in 2018-19 to ensure that AU employees and their supervisors work together to reach personal, unit and organizational goals as well as experience increased engagement and productivity.

The four phases that make up Auburn’s Performance Management Process are Planning, Coaching and Feedback, Planned Check-ins, and the Year-End Review.

To learn more about Auburn’s Performance Management Process, watch our QuickDive video.

Dates and Information

At Auburn University, the performance year begins June 1 and ends May 31. Each phase of the Performance Management Process should take place during specified dates throughout the year:

  • Planning: June 1- Aug. 31

  • Coaching and Feedback: year-round

  • Planned Check-in: Nov. 1-Jan. 31

  • Year-End Review: March 1-May 31*

All regular full-time and part-time employees with a full-time equivalent (FTE) of .5 or greater, with the exception of some recent hires, should receive a face-to-face performance review meeting with their supervisor.

The due dates for supervisors/managers to submit performance reviews vary by department/unit. Please check with your HR Liaison or unit leadership for your respective deadline.  

Year-End Reviews

The months of March through May is when supervisors and employees should formally wrap up the performance year.

During the Year-End Review, feedback is given that summarizes an employee’s progress toward achieving successful outcomes for expectations set at the beginning of the year and an overall rating is assigned. 

Performance Review Form  

Departments and units will be using the paper-based Performance Review form which was developed in 2019.   

Five-Point Rating Scale  

Auburn University employs a five-point rating scale. This scale is used to determine how well an employee is meeting or exceeding expectations for position responsibilities and supporting duties, goals, and previously identified development needs.

The scale and definitions are listed below. 

  • 5) “Exemplary”  

  • 4) “Exceeds Expectations”  

  • 3) “Meets Expectations”  

  • 2) “Marginal”  

  • 1) “Unacceptable”  

Observed Behaviors  

Position responsibilities and supporting duties are important in establishing performance expectations and reviews. But it’s not just meeting the expectations of a job. It’s about how the job is performed.  

Behaviors matter. They help distinguish between exceptional performance, unsatisfactory performance, and everything in between.  

Behaviors, when discussed between supervisor and employee, significantly add to the likelihood of successful performance outcomes. Identifying the right behaviors while planning, observing them throughout the year, and adding as necessary provide clarity to both employee and supervisor.  

AU’s Observed Behaviors

Observed Behaviors QuickDive

Training Opportunities

Quick Video Scenarios  

Are you unsure of how to complete the form or what information goes where? Here are three video examples that feature "employees" completing their part of the Year-End Review. 

On-Demand Training  

University Human Resources has three on-demand self-paced courses available through ElevatED for employees, supervisors, and managers:  

Key Documents and Websites

Document or Website


Performance Review Form

This Microsoft Word document focuses on job duties, responsibilities, position goals, and previously identified development needs.

NOTE: Auburn University Human Resources is committed to making our website, learning materials, and forms accessible to all employees. Please email if you have accommodation requests or accessibility needs in regards to the Performance Review Form.

Performance Review Form Guide

This PDF guide includes tips and examples to help users navigate the Performance Review Form.

Employee Self-Appraisal

This Microsoft Word form can be used to gather information prior to the Year-End Review. Use of the form is optional.

Observed Behaviors

This website features a tool where supervisors can easily choose to cut and paste from a list of behaviors. These behaviors not only have definitions, but also have examples of what supervisors would observe as contributing to the success, or lack thereof, of the employee achieving the expected outcomes established for the performance period.


QuickDives are agile video resources for professional development. This website features short videos have been provided for employees and supervisors to be able to access knowledge when they need it and apply what they learn immediately.


Departments and units will be using the paper-based Performance Review form developed in 2019.

The due dates for supervisors/managers to submit performance reviews vary by department/unit, so please check with your HR Liaison or unit leadership for your respective deadline.

Merit increases are directly impacted by performance ratings. Merit increases are awarded in October (subject to Board to Trustee approval) and are based upon the rating received on the annual performance appraisal. All pay decisions are subject to the availability of current and continued funding.

Information on upcoming merit increases is forthcoming and will be available in the fall of 2023.

Reach out to your supervisor and request a meeting. Contact your HR Liaison with any concerns.

If you disagree with the information provided by your supervisor in your review, you may add comments on the form as to why you disagree. The signature line on the form is only a confirmation that a one-on-one meeting took place.  

Last updated: 02/23/2023