Training and Resources

To support K-State's mission of becoming a next-generation land-grant institution, we invite all university support staff, unclassified staff, and those who supervise these classifications to register for the upcoming training sessions with their units. There are several sessions in this series to accommodate various schedules and training modalities. Please see the registration links per unit below. More training resources coming soon!

Register for a training session

Colleges/Academic Units
Carl R. Ice College of Engineering	Register here!
College of Agriculture / K-State Research and Extension	Register here!
College of Architecture, Planning & Design	Register here!
College of Arts and Sciences	Register here!
College of Business Administration	Register here!
College of Education	Register here!
College of Health and Human Sciences	Register here!
College of Veterinary Medicine	Register here!
Graduate School	Register here!
K-State Libraries	Register here!
K-State Olathe	Register here!
K-State Salina	Register here!
Staley School of Leadership	Register here!

Administrative Units
Division of Academic Success and Student Affairs (DASSA) Housing and Dining Services, Lafene Health Center, Recreational Services, K-State First, TRIO, Upward Bound, etc.	Register here!
Office of Executive Vice President and Chief of Staff/Division of Communications and Marketing Office of Engagement, Marianna Kistler Beach Museum of Art, McCain, Veteran’s Affairs, etc	Register here!
Office of the President Institutional Equity, General Counsel, Office of Diversity, Equity, Inclusion and Belonging	Register here!
Office of the Provost Academic Affairs and Innovation, Office of Enrollment Management, International Programs, Data, Assessment and Institutional Research	Registeration closed
Office of the Vice President for Administration and Finance (VPAF) Budget Office, Division of Facilities, Human Resources, Information Technology, Division of Risk and Safety, Division of Financial Services	Register here!
Office of the Vice President for Research (VPR)	Registeration closed

If participants are unable to register for your specific college/administrative unit training sessions above, please feel free to register for the open Zoom general sessions which may contain participants from any academic and/or administrative area.

General sessions
Sept. 20, 3-4 p.m.	Register here!
Oct. 11, 10-11 a.m.
Oct. 18, 8:30-9:30 a.m.
Oct. 31, 1-2 p.m.
Dec. 16, 1:30-2:30 p.m.
Dec. 17, 9-10 a.m.
Dec. 20, 11 a.m.-12 p.m.

Frequently Asked Questions

All

Does this process apply to all staff?Both, unclassified and university support staff?
The new process and forms will be used for evaluating all employees, except tenured or non-tenure track teaching and/or research faculty, graduate students, temporary employees or student employees.

Will training be available for supervisors and employees?
Yes, the training series encourages both supervisors and employees to attend. Visit our training and resources page to register for upcoming training sessions and see more information.

How will communications be sent out?
We will communicate with the university about upcoming changes through K-State Today. Past articles can be found on the performance management strategic initiative page. Upcoming training and other resources can be found on the Human Resources performance management webpage.

Will the performance planning, evaluation, and process change?
Yes, there are new performance management forms. However, you will find that performance management best practices will still be aligned with this new process.

What is the purpose of the performance management process?
The purpose of the performance management process is to have a unified approach to set clear shared goals that are aligned with our mission of reaching operational excellence.

HR Liaisons

Supervisors

We started the year with an existing performance planning and evaluation tool. Do I need to transfer this information to the new system to evaluate performance for 2024?
No, we encourage you to complete the 2024 evaluation period using the process and tools you originally began with. You will be expected to start using the new tools and processes beginning January 1, 2025.

An employee is not performing well, despite coaching. How do I address performance issues on a disciplinary level?
The website will have best practices on how to address performance issues. Employee Relations and Engagement is also always available to provide guidance.

Supervisors and supervisees are to collaborate on task objectives: what happens if they cannot agree on certain items?
Supervisors have the discretion to finalize task objectives.

What timeline do I follow if the employee is hired mid-year?
Supervisors should still establish the employee performance plan no later than two weeks after hire.

There is still an expectation to follow the performance process to include performance planning, mid-point check-in and end-of-year assessment. If you need further guidance, please reach out to Employee Relations and Engagement.

What happens if my employee is on a leave of absence for more than 30-days?
The performance review is to be completed and submitted within the first 30 days back on the job. Employees are evaluated only on work performed while on the job during the performance period.

Employees

What do I do if my supervisor has not followed through on this process?
Work with your supervisor to schedule a time to discuss.

Where can I access additional job-related development opportunities?
Employees will have an opportunity to discuss development opportunities during the employee performance planning. This may look different depending on your position.

Do I need to wait for my supervisor to develop my employee performance goal plan?
No, you do not need to wait for your supervisor to develop your performance goal plan. We encourage you to be proactive and engaged in this process.

Where do I access my current position description?
Communicate with your supervisor to obtain a copy of your position description.

Will I receive training on the new process and forms?
Yes, you are encouraged to attend one of the training sessions using the registration options on this site.

Has the rating scale changed?
The unified performance management process has four-point performance levels to include: distinguished performance, successful performance, variable performance, and significant performance gaps. View the performance levels (pdf).

Will my performance level impact merit increase?
Performance and merit should be considered separately. While performance can influence future merit decisions, it's important that performance reviews accurately reflect the employee’s actual performance level. Merit decisions, on the other hand, will be based on a range of factors beyond just performance.