Annual Performance Cycle and Schedule

Performance Management Process

The Performance Cycle begins in July with the mutual establishment of goals and development activities based on what is to be accomplished during the calendar year. This is the result of a discussion between the supervisor and the employee to ensure that the individual’s goals and development plan support what needs to be accomplished by the department in order to contribute to the University’s strategic initiatives and are aligned with the values and mission. These plans are then cascaded upward to be integrated with the University’s overall goals. Goal-Setting Tips


The Development Plan should be created to build the needed competencies, job skills or University Values, that were identified in the most recent performance review. Specific experiences, activities and/or learning programs should be specified as part of this plan which should be included in the same document as the planned goals.

The Mid-Year Performance Review occurs in the November timeframe which is approximately half-way into the performance year. No ratings are given at this time. The purpose is to ensure that there is an opportunity to discuss progress to date towards the goals and expectations, provide feedback regarding examples of the University Values, and determine whether any adjustments to the goals or behaviors are needed. There should be regular ongoing feedback before that point but this mid-year review helps to prevent surprises at the annual performance review.

The Year-End Review begins in the April-May timeframe with the employee’s Self-Assessment. The individual completes the review by providing examples of performance, results, and behaviors that support the rating levels the individual believes are appropriate. The manager then completes the manager sections and ratings and forwards them for the necessary review and approvals. This summary will include two separate ratings based on “What” results (Goals/Expectations) were accomplished and “How” (University Values) the work was carried out. Each separate rating will be one of four possible levels: Requires Improvement, Developing, Valued, Top. Performance Rating Categories

The Year-End Review Meeting between the employee and the supervisor is conducted and receives the employee’s final sign-off before the May 15 deadline. This discussion is intended to be a mutual discussion regarding goal accomplishment, examples of University Values and the results of the development plan activities. At the end of this discussion, there should be a mutual understanding of overall performance results and the specific actions needed for future successful performance. Conducting the Review Discussion

Performance Management Schedule

BEGIN Plan Goals & Development for the year September 15
MID-YEAR Review Mid-Year Progress November 30
YEAR-END Evaluate Year-End Results May 15

Send us your comments and questions.