Introductory Employment Period

The Introductory Employment Period (IEP) is the first 180 days of employment following your hire, transfer, or promotion into a GW benefited staff position (including research staff). During this period, your performance will be evaluated and your manager will conduct an Introductory Performance Review (PDF) prior to the completion of 180 days in your new position. Follow the guidance below to optimize your performance during your IEP.

Performance Management during the Introductory Employment Period

First 30 days

First 90 days

  • Schedule an informal discussion with your manager around day 90 (halfway through the Introductory Employment Period) to discuss your progress toward meeting performance expectations.

  • You may receive a notification from [email protected] to complete a performance check-in if one is scheduled during your IEP. You will review the priorities and goals you and your manager discussed and added to [email protected] GW.

First 180 days

  • Continue to engage your manager in regular communication about your performance as well as their expectations. Solicit coaching, feedback, and recognition to establish a culture of continuous development.

  • At the end of the 6-month period, your manager will complete an Introductory Performance Review (PDF) and discuss your performance with you. Prior to the discussion your manager may ask you to complete a self assessment as part of the review. After meeting with you, your manager will formally communicate whether or not you have successfully completed the Introductory Employment Period.

  • Tool: Introductory Performance Review Form (PDF)

After successful completion of the IEP

  • Initiate the online performance management process by collaborating with your manager to determine your goals and development for the upcoming performance cycle. If you need additional guidance, please contact your HR Business Partner or Talent and Organizational Development at [email protected].
  • Understand how your start date affects the merit process for your first year:

GW typically rewards employee performance by providing an increase in base salary through the annual performance review process. Based on the performance rating provided by each employee's manager during the Performance Review, a merit increase is provided in line with GW's pay-for-performance philosophy. Eligibility for merit is typically dependent on an employee's start date in their job.

Job Start Date Merit Eligibility (Current Cycle)

Prior to 12/31

Eligible for full merit amount

1/1 - 3/31

External hires are eligible for a prorated incentive,
paid in December

4/1 - 6/30

Ineligible for current cycle merit award; eligible for next cycle consideration