"SEED"
Service Excellence and Employee Development
The SEED program is Indiana University East’s performance management program for support and professional staff employees. The purpose of SEED is to facilitate improved performance among staff by creating open communication between supervisors and employees regarding expectations for work performance.
SEED uses the Indiana University Human Resource Services Employee and Organizational Development model for Performance Management. On line resources for this program are available at http://www.indiana.edu/~uhrs/training/performance_management/index.htm
Supervisors and employees are encouraged to review this material to assist them in fully participating in the SEED program.
SEED is an annual performance management process which works on a calendar year basis. In order to work with individual departmental schedules for peak periods, we have an expanded time frame in which to prepare annual SEED documents. Following is a calendar of activities which should be followed by each department.
Activity |
Annual Time Frame |
Determination of Critical Elements and Performance Standards |
Annually between November 1 and January 31 of the following year |
Submission of newly determined critical elements and performance standards to Human Resources |
January 31 of each year |
Evaluation of employee’s performance on previous year’s established performance standards. This includes an annual meeting between the employee and the supervisor for a discussion of the past year’s performance. End result will be a completed SEED document with supervisor and employee comments and signatures of both parties. |
Between November 1 and January 31. Submit to Human Resources by January 31. |
Communication between supervisor and employee regarding performance—both excellence and deficiencies in performance should be noted when the notable performance occurs. |
This should be an on-going activity through out the year. There should be no surprises during the year end evaluation. |
New Employees—supervisors and employees should determine critical elements and performance standards within 60 days of employment to continue until the end of the annual performance cycle. This is an excellent opportunity to emphasize what you are expecting during the time the employee is learning the new job. Be reasonable in your expectations depending on the time remaining in the performance cycle. |
Submit initial SEED document to Human Resources within 60 days of employment. At the end of the New Employee Evaluation Period (4 months for support staff and 6 months for professional staff), submit an evaluation of the employee’s performance up to this time. Be aware that an employee may not have met all expectations in the shortened time frame, but this will be your opportunity to check the employee’s progress. |
Supervisors—take advantage of any training opportunities regarding performance management which may be offered throughout the year. |
On-going as available. See training page for dates and programs. |
Requests for additional training opportunities for both staff and supervisors should be submitted to Human Resources. |
On-going |
The SEED Form is available online.
We suggest you save the document to your computer to complete it and save it.
Additional resources for assistance in completing SEED documents are available on the UHRS website listed above. There are also some books on performance management available in the IUE Human Resources office which you may wish to borrow.
If you have questions about the SEED process any time, please contact Dianne Chandler, SPHR, Director of Human Resources.
