Performance Management

Please set goals in Talent@GW by October 31, 2019. Training in Setting Goals for Success is available throughout October - register now.

Performance management check-ins and goal creation are completed online in Talent@GW. All areas of the university are now on the same performance management cycle for staff, which runs from July 1 - June 30.

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.


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 - Performance 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 update your goal progress in Talent@GW - Performance.

 

2. 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?

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 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?

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

GW is now using a three-point scale for performance ratings:

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 – performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. Needs development 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 change will prompt manager approval.


Setting Goals for Success 

Training available for all staff and managers

Workplace Learning & Development has completed training for Setting Goals for Success and you may now view the presentation from this course. The Setting Goals for Success course is designed for staff of all levels (including supervisors) to provide insight on the best practices for setting and managing SMART (specific, measurable, achievable, relevant and time-bound) goals.

 


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, help you resolve issues, and collect any paperwork related to the IEP. 

 

 

Drop-in sessions open to all for help with performance management in Talent@GW