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Clemson has transitioned to Workday! For updates and training, visit clemson.edu/workday.

Office of Human Resources

Staff Performance Management Process

Performance Launches in Workday

The University transitioned to Workday for staff performance management process on September 1.

While most staff members will begin their planning stages in Workday on this date, employees with probation year reviews due between now and November 30, 2026, will finish this year's evaluation in OnBase-Performance before transitioning to Workday.

All planning stages, including the moving of OnBase data into the Workday planning stage, must be complete by October 15.

Performance management cycle showing the Plan, Perform/Monitor, and Evaluate stages

The goal of Clemson’s performance management process is to help employees maximize their performance potential.

The process comprises three major phases: Planning, Performing and Monitoring, and Evaluation with continual communication and feedback throughout the process. Please familiarize yourself with the phases and your supervisory responsibilities as outlined below.

Staff Performance Management Guidelines

Related Links

Request Performance Management Support

Staff Performance Management is required to be completed using Workday for all full-time equivalent (FTE) and new hire/probationary employees. Time-limited positions (TLP), Temporary Grant positions (TGP) and Temporary positions will receive instructions for how to manage performance in Workday in Fall 2026.

FTE Staff

All existing FTE staff and those in a new hire/probationary year (hired after November 30, 2025).

 

Guide: Planning Stages for Employees

Temporary Staff

Planning and Evaluation Resources for Temporary Staff*

  • Time Limited Positions (TLP)
  • Temporary Grant Positions (TGP)
  • Temporary Employees

Temporary staff will be able to use Workday to support performance planning later this Fall. Resources will be added to this page at that time.

FTE Probation Year Staff

OnBase-Performance Guidance and Resources for FTE Staff


OnBase-Performance should only be used by FTE staff with probation year evaluations due between September 1 and November 30.

Guidance for Performance Periods

  • Full-Time Equivalent (FTE)

    A covered employee is a full-time or part-time employee occupying a part or all of an established full-time equivalent (FTE) position who has completed the probationary period and has an “improvement needed” or higher overall rating on the employee’s performance evaluation and who has grievance rights.

    A Full-Time Equivalent (FTE) employee’s performance period is determined based on their Budget Center Review Period Timeline (PDF).

  • New Hire/Probationary Year

    A probationary period is the twelve-month evaluation period that begins when an employee is initially hired. This period is to determine satisfactory performance and to attain status as a covered employee.

    • The supervisor will create a planning stage in Workday for all new staff employees hired into a regular FTE position.
    • The supervisor will complete an employee performance evaluation in Workday prior to the completion of a twelve-month probationary period.
    • If an employee does not receive a performance evaluation prior to the completion of their twelve-month probationary period, the employee will receive a “concedes to successful” and obtain covered status as a state employee.

Performance Management Stages

Planning Stage

The PLANNING STAGE should be completed within the first 45 days of the Performance Period (PDF). You should work with your supervisor to create your planning stage, including your job functions (job duties and success criteria), objectives for the review period and competencies.

Employee Responsibilities:

  • Meet with supervisor to review the position description and discuss goals for the department
  • Collaborate with supervisor to define goals for job functions, objectives and competencies for the performance period
  • Meet with supervisor to build the planning stage using SMART criteria

Resources:

Performing and Monitoring Stage

The PERFORMING AND MONITORING STAGE occurs throughout the performance period.

Employee Responsibilities:

  • Monitor your progress against the expectations set in the planning phase to ensure you stay on track
  • Take action on duties, goals and competencies
  • Meet regularly with your supervisor and seek their feedback and advice
  • An unofficial mid-year review is encouraged to facilitate ongoing communication between you and your supervisor

Resources:

Evaluation Stage

The EVALUATION STAGE occurs within the last 90 days of Performance Period (PDF). You will complete a self-evaluation and the supervisor will formally evaluate your performance for the year. Communication and feedback should have been given by the supervisor throughout the review period; the employee should know how actual performance compares to the expectations set in the planning stage.

Employee Responsibilities

  • Complete self-evaluation
  • Meet with supervisor to discuss performance and evaluation

Resources:

Frequently Asked Questions

Performance Management

Frequently Asked Questions

Performance in Workday

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