It’s once again time for performance reviews. Performance conversations provide an opportunity to promote continuous learning and growth for employees. They are also a way to model appreciation and a focus on the future.
As in previous review periods, the following items remain the same:
- All employees have the opportunity to complete a self-review to highlight their accomplishments and set goals for the coming year. Goal setting helps provide details and deadlines to create a clear plan to achieve desired results.
- Supervisors are responsible for having a quality conversation about performance, writing meaningful feedback, and selecting the rating.
- In addition to the expectation that we use the Request Feedback feature for supervisors, this can also be used for employees who do not supervise others. You can review a best practices document on the HR section of the CLAS Resource website.
- Ratings of Outstanding, Needs Improvement, or Unsatisfactory will be reviewed by Neda Barrett, Senior HR Director, prior to being communicated to the employee.
- All employees have an opportunity to comment prior to signing their review.
For 2024-2025 performance reviews:
- All reviews are to be completed through the system by March 31, 2025, to allow for future planning and for us to be considered compliant.
- A revised, step-by-step guide for the Performance Review Process is available on the HR section of the CLAS Resource website and details the flow and highlights elements of the tool.
- Please review your job descriptions and provide an updated copy to your supervisor, if there are changes.
For after performance reviews:
- Consider weaving in some stay interview questions in your ongoing one-on-one discussions. These are best when separated from the performance review process but can be used during annual review discussions. Some sample questions are available. You can also read more about stay interviews in this article.
Note: this memo was also published on January 22, 2025.