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Human Capital Services

Human Capital Services
Kansas State University
103 Edwards Hall
1810 Kerr Drive
Manhattan, KS 66506-4801

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785-532-6277
785-532-6095 fax

Performance Coaching

Maintaining an open line of communication between supervisor and employee is essential to create and maintain a successful work relationship. We encourage employees to ask questions and engage with their supervisors throughout the year.  The Employee Relations and Engagement team can provide guidance to supervisors with developing objectives and competencies for employees.  In addition, the Employee Relations and Engagement team can provide assistance with coaching conversations.

Probationary Review

This period provides time for employees to adjust and work closely with their supervisor to learn and fully understand the job responsibilities and expectations.  The probationary period is a test of an employee's ability to meet expectations. Recommendations to enhance employee's performance should reflect the competencies and skills to be demonstrated, the training to be completed, and the knowledge to be acquired during the probationary period. The Performance Management Process form is used for this type of review.

Probationary periods are six months in length.  Failure to conduct the review and assign a rating prior to the end date of the probationary period will result in the employee gaining permanent status by default.

Annual Review

An integral program to support the professional development of employees, the Performance Management Process is used to ensure that employees understand expectations and receive timely feedback.  Ongoing communication throughout the entire review period between supervisors and employee who report to them is essential.  Employee Relations & Engagement can partner with and coach management/supervisor staff on progressive discipline and proper documentation. 

Annual reviews are required for each regular USS employee and are due between November 1 and January 31.

Special Review

This period is a test of an employee’s ability to meet expectations and also an opportunity for employee to develop and enhance professionally.  A special review may be made at any time to gauge the level of performance or to improve that performance. When appropriate, a special review may be conducted to increase or decrease a rating. Special reviews may be 30, 60 or 90 days in length and the Performance Management Process form is used for this type of review.  Employee Relations & Engagement can partner with and coach management/supervisors staff on progressive discipline and proper documentation. 

A special review will not change the annual review due date which will remain due between November 1 and January 31.