The annual performance review is a time for you to get together with your manager to discuss your performance during the July 1 – June 30 fiscal year, and align on goals and expectations for the upcoming year. Ultimately, the intent is to ensure employees receive feedback and information to help maximize their job performance and support career aspirations.

Staff performance is based on both what we accomplish and the manner in which we work. This is why both work accomplishments and areas of strength are considered in the review process, as well as identifying key areas for growth and development. Although annual reviews are a formal process, they are an example and accumulation of the informal conversations that should be occurring on a regular basis.

Details on each step and path depicted here can be found in the individual Performance Management guides:

• Steps depicted as the Self-Evaluation Guide for Performance Reviews
• Other steps are covered in the Manager Guide for Annual Performance Evaluations

To learn more about the performance evaluation form for this year, and how to set clear goals for the next performance year, please view the Performance Evaluation Webinars found here.

Goal setting is a key component to managing performance. As we continue to strive for excellence and growth within our organization, we want to emphasize the importance of setting clear, achievable goals. Establishing goals not only helps us measure our progress but also encourages continuous personal and professional development. We encourage you to update your goals regularly throughout the performance year.

President David C. Howse has identified eight institutional priorities that are intended to guide the work of the college while we complete the strategic planning process and develop a new strategic plan for the college. These institutional priorities are reflective of the vision, mission and values of the college. We encourage you to review these priorities with your department leadership to understand how the work of your department supports these priorities.

Please reference the Goal Setting Webinar, Goal Setting Guide, and Creating and Managing Goals in Workday for more details and to review the institutional priorities.

To help you complete your review on time, feel free to use the timeline below that outlines the performance review tasks and when you should complete them. Feel free to also reference the Annual Performance Evaluation Process Flowchart. Hopefully, this will help you stay on track!