Performance Management

Performance management check-ins and goal creation are completed online in Talent@GWThe new performance cycle runs from April 1 - March 31.

Two streamlined check-ins between you and your manager happen each performance cycle. At the final check-in at the end of the performance cycle, you will receive an overall rating and comments on your performance. You can read more about these check-ins below.


Staff Performance Management and Salary Planning Guide

Managing Your Performance

Managing your performance is a continuous process. You should communicate openly and often with your manager to discuss performance throughout the year. Touch base with your manager to clarify expectations, get feedback on your progress, and seek mentoring on development. Ask your manager questions to help you achieve your goals.

You will have two check-ins with your manager where you will document your progress and get input:

  1. A midpoint check-in to discuss progress and get feedback
  2. A final check-in that includes a performance rating for the year

Check-in discussions encourage ongoing communication between you and your manager about performance and development and provide you with a way to clarify what is expected of you. They also give your manager an opportunity to provide coaching and recognize your contributions.

Talent@GW will automatically prompt employees and managers to complete the steps below.

Check-ins

NOTE: In order to complete the final check-in, you must have already established goals in Talent@GW - Performance, and your manager must have approved them.

Midpoint check-in

1. You will be prompted to complete a self assessment in Talent@GW.

2. Your manager will provide feedback on your overall performance and answer two questions about your performance.

3. You and your manager will meet to discuss your review and sign off on the check-in.

 

Final check-in and goal setting

Final check-in

1. You will be prompted to complete a self assessment in Talent@GW - Performance.

2. Your manager will look at your goal progress, make overall comments, and answer two questions about your performance. 

3. Your manager will provide a performance rating for your work over the course of the performance year.

  • Exceeds Expectations: Performance consistently exceeded expectations in all essential areas of responsibility, and the quality of work overall was excellent to the point of being atypical.
  • Achieves Expectations: Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good.
  • Needs Improvement: Performance did not consistently meet expectations and/or approved goals were not met in essential areas of responsibility. Development is recommended to produce expected results.

4. The check-in will be submitted to your manager’s manager, known as your “Next Level Approver.” The Next Level Approver ensures accurate and consistent assessment of employee performance for their area of responsibility.

5. You and your manager will meet to discuss your check-in and rating, and you will both sign off on the final check-in.

Set goals for the next performance cycle

1. Work with your manager to set goals in Talent@GW based on your department and school/division’s priorities.

2. Once you submit goals in Talent@GW, your manager will be prompted to approve them.

3. Goals can be edited, added, and/or cancelled at any point in Talent@GW. Any changes will prompt manager approval.

2022-2023 Performance Dates

 
Midpoint Check-in  
Self Assessment Begins October 10 
Self Assessments Due  October 17
Manager Review Begins October 18
Manager Review Due November 1
Employee and Manager Sign Off Begins November 2 
Employee and Manager Sign Off Due November 18
Final Check-In Late March - Early April 2023
Ratings released June 2023
Managers and employees meet to discuss and sign off on reviews June 2023

Who to contact with questions

Please contact the HR Business Partner for your division or school with any questions related to the Performance Management process or the Introductory Employment Period (IEP). Your HR Business Partner can provide guidance, help you resolve issues, and collect any paperwork related to the IEP.