Annual Performance Review Process

March 1 - December 31

• Leaders input expectations for upcoming review period including competencies and goals.
• Leaders meet with Employees individually to communicate expectations prior to the review period.
• Planning should be completed by March 31st for the current evaluation period, or for new hire employees planning should be completed in the first 30 days of employment.
• Leaders add comments regarding competencies and goals throughout the review period including a mid-year review that should happen in September, or halfway through a new hire employee's review period.

January 1 - January 31

• The self-evaluation is a tool for Employees to provide an assessment of their own performance and accomplishments during the review period.
•  The self-evaluation is optional unless Leaders deem it required for their department.

February 1 - February 28/29 (last day in February)

• The Leader evaluation provides feedback regarding an Employee’s competencies and goals.
•  Leaders must select ratings for all competencies in the performance management system.
•  Leaders should provide examples and/or documentation to justify the rating and feedback included in the performance evaluation.
• If an employee receives a "does not meet expectations" or "needs improvement" rating, Leaders should contact their Human Resources Business Partner.
•  Leaders meet with Employees to discuss all sections of the performance evaluation and the ratings before the due date.

March 1 - March 7

• The Employee reviews the performance evaluation, adds comments if desired, and electronically signs to acknowledge receipt of the performance evaluation.

March 8 - March 14

• The Leader reviews the Employee comments, adds comments if desired, and electronically signs to acknowledge approval of completion.