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
- Carefully review your job description with your manager to clarify roles and responsibilities. Discuss what your priorities will be during the IEP. Use these priorities to set goals you will discuss with your manager throughout your IEP. Enter these goals (PDF) into [email protected], and ask your manager to review and approve them.
- Engage your manager in regular communication to clarify the performance expectations of your position. Use the Clarifying Expectations Tool (PDF) to align expectations.
- Review GW’s key performance factors to understand the competencies critical to your success.
- Follow the guidance on the “Preparing for Your First Day” and “In Your First 30 Days” pages.
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)
- 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 representative or Workplace Learning & Development at [email protected].
- Understand how your start date affects the merit process for your first year:
GW 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 dependent on an employee's start date in their job. Start dates and merit eligibility for FY2020 are as follows:
|Job Start Date||Merit Eligibility for FY2020|
Prior to 9/30/2019
10/1/19 - 12/31/2019
1/1/2020 - 6/30/2020
2033 K Street, NW, Ste 750
Washington, DC 20006
Faculty & Staff Service Center
Marvin Center, Ste 242
800 21st Street, NW
Washington, DC 20052