We want to promote continuous learning and growth for all employees, and performance discussions provide another opportunity for us to model appreciation and a future focus – whether we are delivering or receiving a review.

As in previous review periods, the following items remain the same:

• All employees have the opportunity to complete a self-review to highlight their accomplishments and set goals for the coming year. Goal setting helps provide details and deadlines that can create a clear plan to achieve desired results. You can think of this as turn-by-turn instructions for navigation rather than just searching a broad geographical map. For more information on goal setting, visit this link.
• Supervisors are responsible for having a quality conversation about performance, writing meaningful feedback, and selecting the rating.
• In addition to the expectation that we use the Request Feedback feature for supervisors, this can also be used for employees who do not supervise others.
• Ratings of Outstanding, Needs Improvement, or Unsatisfactory will be reviewed by Julie Rothbardt, Senior Director, CLAS HR - prior to being communicated to the employee.
• All employees have an opportunity to comment at the final acknowledgment step of the review.

For 2023-2024 performance reviews:

• All reviews are to be completed through the system by March 31, 2024 to allow for future planning.
• A step-by-step guide for the Performance Review Process detailing the flow and highlights elements of the tool is attached.

For after performance reviews:

Consider weaving in some Stay Interview questions in your ongoing one-on-one discussions. These are best when separated from the performance review process but can be used during annual review discussions. For more information on stay interviews, and sample questions, visit this link.