Year-End Reviews

With the Performance Management Year-End Review period approaching, your HR team would like to remind you of the deadline, steps and available resources.

Deadline: The Year-End Review is due June 30 for staff employees.

Steps:

The 2020–21 Year-End Review requires both:

• Employee Self-Evaluation and signature
• Manager’s Evaluation and signature

Please do not sign the review until both parties have completed scoring, commenting and have conducted a virtual meeting. Signing prior to all steps being completed will lock the review.

Necessary steps:

1. When beginning the Year-End Review, you will see the two performance goals and the one professional development goal at the top of the page. However, employees and managers should conduct the Year-End Review in the competencies section of the system. The three goals are duplicated at the bottom of the competencies section for rating and commenting.
2. The employee and manager will numerically score and provide comments for each competency and each performance and professional development goal.
3. Should the professional development goal be incomplete due to COVID-19 related issues/cancelations, please list this reasoning in the comments to account for this unforeseen, global pandemic and rate it a “3 - Meets Expectations”.
4. This year, please utilize Zoom or Skype to conduct the Year-End Review conversation. During this conversation, the employee and manager should share feedback, highlighting strengths and areas for growth and establishing goals for 2021-22 performance year.
5. To complete the Year-End Review, both employee and manager should sign the review. In July, enter new goals into the employee’s 2021-22 review. Goals do not roll-over from year-to-year.

Resources:

A variety of additional resources are available on the Performance Management website overview tab, including these resources we recommend:

• Performance Management Site Navigation 411: A step by step instruction guide for navigating the system, and instructions for completing a review, setting goals, or documenting comments.
• EHE’s Competency Model and Scoring Rubric: Definitions for EHE’s competencies and a rubric for how to fairly and consistently score.
• Frequently Asked Questions
• Pointers on Performance Reviews, SMART Goals, and Constructive Conversations
• Prefer learning the new system and process visually?
  • Performance Management for Non-Supervisors Video
  • Performance Management for Managers Training Video

Please contact your HR Consultant with any questions you may have!