Let’s Kickstart the Conversation!
We undertook this effort, in part, as a response to our University’s new strategic plan that includes a refreshed objective, “Develop robust continual performance evaluation practices for all employees, tied to job responsibilities for each employee.” The effort was undertaken through the contributions of an ad hoc committee comprised of representatives selected by Vice Presidents, as well as members of our Human Resources team. These representatives actively contributed to the final product.
The Overall Performance Review Rating should be based on the ratings from the Principal Job Responsibilities and Behavioral Expectations sections. The Principal Job Responsibilities section should generally account for 80% of the overall rating and the Behavioral Expectations section should generally account for 20% of the overall rating.Login to the Performance Review System
For questions concerning the execution of the performance review process, contact firstname.lastname@example.org.
There are three primary updates to the performance review form. Click on the icons below for more information about each update.
- Login to Performance Review System
- Goals Instructions
- Setting SMART Goals
- How to Prepare for Conducting an Annual Performance Review
- How to Prepare for Your Annual Performance Review
Introductory Period Review
- Instructions for DocuSign Introductory Period Review – Employees
- Introductory Period Review Date Chart
- Introductory Period Review Guidelines
For questions concerning the execution of the performance review process, contact your assigned HR Business Partner.