The performance review process is an opportunity for employees and managers to have an open and honest dialogue about the employee's performance for the past year and to set goals for the coming year. Working together, managers and employees can clarify expectations for one another to keep their department productive and effective. While discussions should be ongoing throughout the year, the annual review is an opportunity to document the achievements and development opportunities for each employee. Think of it as a tool to support the partnership between a manager and the team.
Annual Performance Review Cycle
|Goal Setting →||July through September|
|Mid–Cycle Check–in →||November through January|
|Performance Review →||April through May|
|Merit Pay Communication →||June|
Below is the information that you need to begin the planning and review process.
The current Annual Performance Review Cycle will cover the period April 1, 2016 to March 31, 2017.
|By September 30, 2016||Managers should meet with employees to establish goals|
|By January 31, 2017||Managers should meet with employees to conduct mid-cycle check–in|
|By March 15, 2017||Managers should request Optional Self–Evaluation (Appendix F), and Optional Customer Input Tool (Appendix H)|
|April 1–15, 2017||Managers should meet with employees and conduct performance reviews|
|By April 22, 2016||Managers should submit their written and signed reviews to department heads|
|No later than May 31, 2017||Department heads should return all completed forms to the Office of Human Resources|
Additional Reminders to Managers
- Submit salary planning spreadsheets according to guidelines set by the Office of Human Resources.
- You may request feedback from employees using Appendix G, after salary planning worksheets are submitted.
If you have any questions, please contact the Office of Human Resources at 413-585-2288.