During the Evaluation Period:

  • Cornerstone Task launched: July 1
  • Self-evaluation (you and employee)
  • Employee's performance goals and competencies inputted
  • Calibration exercise
  • End of performance review--individual goal scores and overall score for employee neededÌýfrom the entire year
  • End of performance review meeting
  • Evaluations due by September 15

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  • Calibration article
  • OFA Articles
  • Rating Descriptors
  • Definitions of the Rating Scale and Core Competencies with Key Behaviors
  • Mitigate Bias for Performance Management Document
  • Self Evaluation Document, Calibration Process Document
  • How to give and receive Feedback

Recommended Trainings:

Evaluation Reminders

Creating an effective performance management and merit program is a key component in helping support, develop, and retain our talented employees. The final performance evaluation meeting is an opportunity for the supervisor and employee to have a collaborative dialogue regarding job performance, areas in which the employee excels, areas for improved growth, alignment with department and university mission and goals, and opportunities for professional development. It is essential to connect an employee’s performance to how their goals impacted and enhanced the department’s objectives and the University’s mission throughout the year. When documenting performance, it is imperative to give specific and comprehensive examples, delineatingÌýhow an employee’s behaviors, impact, and unique value have contributed to their final score.Ìý

It is recommended that supervisors and employees begin preparing in June by collecting their notes, assessments, reflections, data, evidence of measurement factors, and possible peer reviews, to help inform their overall rating assessment or performance and evaluation narrative. This will help supervisors begin to formulate the content for their evaluation narratives, as well as help employees begin to organize and prepare for their self-assessment.​Ìý

  • Supervisors should consider requesting a self-evaluation from their employees. Consider the employees' self-evaluation in completing your assessment of their performance. Please see helpful tips from the HR website regarding the value of self-evaluations. Please see helpful tips from the HR website regardingÌý how to complete self-evaluations.​Ìý

  • Supervisors should review the employee's performance for the entire performance cycle, not just the last few months.​Ìý

  • It is recommended that supervisors consider how the employee's accomplishments contributed to the department's goals and the university's mission.​Ìý

  • The ability of the employee to pivot and be agile to changing work demands​Ìý

  • How did the employee advance our campus values​Ìý

  • How did the employee demonstrate leadership and good judgement​Ìý

  • How did the employee demonstrate the department or university core competencies​Ìý

  • Review any notes you have kept throughout the year regarding the employee's performance.​Ìý

  • Speak with departments or individuals that the employee works closely with to capture feedback on the employee's performance (360 degree reviews).​Ìý

  • Schedule the evaluation meeting in advance, and be sure that your meeting is free of interruptions and distractions by securing a quiet space.​Ìý

  • Consider sending the final evaluation to the employee 24/48 hours in advance of the final evaluation meeting. This will allow for the employee to arrive prepared, and create a more mutually conducive and effective meeting.​Ìý

  • Acknowledge if there were any unanticipated challenges this year and take those challenges into account when considering final ratings. ​Ìý

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