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 to March 31.
|By September 30||Managers meet with employees to establish goals|
|By January 31||Managers meet with employees to conduct mid-cycle check–in|
|By April 15||Managers request Optional Self–Evaluation (Appendix F), and Optional Customer Input Tool (Appendix H)|
|April 1 through May 31||Managers meet with employees and conduct performance reviews|
|No later than June 30||Managers submit their reviews by email to HR@smith.edu and CC: their department heads|
If you have any questions, please contact the Office of Human Resources by email HR@smith.edu