Performance Management

GW staff will now complete annual performance reviews using the online [email protected] - Performance system and not the previous performance management paper forms. Training and resources to support you are available below. (Pilot participants: see training and resources specific to the pilot.)

performance management online process

Resources for completing your review in Talent @GW:

Built-in resources

  • The below step-by-step guides, as well as brief videos, are available throughout the performance review sections in Talent @GW for you to reference as you complete the process.

Step-by-step guides

How-to videos

Office hours

  • In-person sessions that are open to all. We will be available to answer any questions and demo system processes in Talent@GW - Performance.
Date Campus Location Time
Tuesday, November 13, 2018 VSTC Enterprise 108 2:00 PM - 4:00 PM
Wednesday, November 14, 2018 Foggy Bottom Marvin Center 404 2:00 PM - 4:00 PM
Tuesday, November 20, 2018 Foggy Bottom Marvin Center 311 9:00 AM - 11:00 AM
Tuesday, November 27, 2018 VSTC Enterprise 162 10:00 AM - 12:00 PM

Changes to the Performance Management process

  • Performance Management will be completed online in Talent @GW - Performance.

  • The annual performance review will be replaced with two streamlined check-ins in January and July between you and your manager. At the final check-in of each annual cycle, you will receive an overall rating and comments on your performance. You can read more about these check-ins below.

  • All areas of the university will move to the same performance management cycle, which will run from July 1 - June 30.

Who to contact with questions

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


 

Managing your performance is a continuous and collaborative process. You and your manager should discuss your performance regularly, not just at the conclusion of the performance period.

Employees will have two check-ins with their managers during the performance period:

  1. A midpoint check-in to discuss progress and make adjustments
  2. A final check-in to provide a final review and performance rating for the employee

Check-in discussions are important because they encourage ongoing communication between employee and manager about employee performance and development. Regular check-ins provide you with a way to clarify what is expected of you and where to focus your efforts. They also give your manager an opportunity to provide coaching and recognize your contributions. Managers will be automatically prompted by Talent @GW - Performance to schedule check-in discussions twice during the performance cycle.

Overview of the Performance Cycle

January: Midpoint check-in

  • You will be prompted to update your goal progress in Talent @GW - Performance
  • Your manager will provide feedback on your goal progress and answer two questions about your performance:
    1. What is the employee doing well that they should continue to do?
    2. What can the employee change or start doing that would make them more effective?
  • You and your manager will meet to discuss your review and sign off on the midpoint check-in.

July: Final check-in and goal setting

Final check-in

  • You will be prompted to update your goal progress in Talent @GW - Performance.
  • Your manager will provide feedback on your goal progress and answer two questions about your performance:
    1. What is the employee doing well that they should continue to do?
    2. What can the employee change or start doing that would make them more effective?
  • Your manager will provide a performance rating for your work over the course of the performance year
  • 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. Next Level Approvers should use the Next Level Approver checklist (DOC) to assist in reviewing performance reviews.
  • You and your manager will meet to discuss your check-in and rating, and will sign off.

Set goals

  • Work with your manager to set goals in Talent@GW based on your school or division’s priorities.
  • Once you submit goals in Talent@GW, your manager will be prompted to approve them.
  • Goals can be edited, added, and/or cancelled at any point in Talent@GW. Any change will prompt manager approval.
  • Refer to the Goal Setting page for in-depth help with setting your goals.

The Introductory Employment Period (IEP) is the first six months 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 (DOC) prior to your sixth month 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.

First six months

  • 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 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.

After successful completion of the IEP

  • Initiate the annual 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].

 

Upcoming Office Hours

In-person sessions open to all for assistance with the Talent @GW system

November
27
Tuesday