Performance Planning and Review
The best performance and career planning comes from regular communication between you and your staff about their goals and performance.
Performance planning and goal setting typically start at the beginning of the fiscal year in July, with ongoing development conversations and check-ins throughout the year.
The standard performance cycle closes by mid-June with a written performance review and performance conversation. The review should reflect the past year's accomplishments and development areas and set the stage with goals for the year ahead.
Merit recommendations, typically due in May, should reflect the performance review and rating that you write.
Employee Performance Summaries
To help your staff think constructively about their performance over the past year, managers can send their employees one of the following performance summaries to complete ahead of their review. Or, if preferred, ask the employee to write their performance summary in a format of their choice.
Option 1: Open-Ended Questions
This option provides open-ended questions for employee reflection, asking them to reflect on significant moments, strengths, areas of improvement, and support needs from the past year.
Option 2: Online Review Format
This option is formatted to follow the online performance review system, outlining individual goals from the year, indicating what was accomplished for each and where there are areas for improvement.
SMART Goal Worksheet
When setting performance goals with your staff, ensure they are specific, measurable, attainable, relevant, and time-based.
Diversity, Equity, Inclusion, and Justice (DEIJ) Themes for Creating SMART Goals
Sustainability Themes for Creating SMART Goals
Manager feedback should be organized around concrete behaviors, situations that worked well, or situations that might have worked better.
The Feedback Planner is meant to help managers with writing performance reviews or conducting a feedback conversation with an individual.