Learning and Development

Excellence: We achieve distinction through knowledge and innovation.

Talent and Organizational Development

The university supports job advancement and continual learning for staff by providing access to a variety of staff training courses, continuing education activities, and academic programs. Each staff member shares in the responsibility for identifying job-specific training needs and available resources to support achievement of performance goals.

Talent and Organizational Development is a professional development resource for all GW employees. TOD focuses on team and individual development; just-in-time learning and performance support; facilitating learning among employees; and executive and management development. TOD supports leadership at all levels, connects staff to university training offerings, and provides self-guided learning opportunities, including opportunities and tools to help employees learn on the job.

Staff members are encouraged to explore and utilize tuition remission, where applicable and allowable, for GW’s credit and non-credit programs, certificate programs as well as degree programs. [email protected] - Learning is another learning portal that is available to university staff members interested increasing or honing skills.

Staff members should work actively with managers to identify resources, plan a skill-building or career development program, and coordinate class attendance at times that do not conflict with the operational schedule of the work unit.

Performance Management

The university's performance evaluation program is designed to support continual work improvement by providing periodic appraisals of your performance. The evaluation process is intended to encourage constructive dialogue between you and your manager about your past work performance and to develop strategies to enhance or improve your future work performance. The evaluation process focuses on such areas of your performance as customer service, job skills and knowledge, productivity, teamwork, work habits, and overall performance, as they apply to your position. Goal setting and coaching, feedback and recognition,  self-assessment, professional development and periodic supervisory check-ins over the course of a review period are key to the process.

Additional performance criteria such as communication skills, problem-solving and analytical skills, and supervisory skills are included for employees in exempt and managerial classifications.

Performance evaluations are conducted upon completion of your introductory employment period and annually as part of a fiscal year or academic year cycle. Managers may provide additional performance feedback, either orally or in writing, at other times in an effort to provide appropriate information to you about your work performance or introductory status.

Your manager uses your annual performance evaluation as a factor in recommending your rate/salary increase, if any, through the provisions of a merit-based Salary Review Program. The completed performance evaluation form becomes part of your official employment record maintained by Human Resource Management and Development.