The following steps are to be followed for the annual review process.

• The Annual Performance Evaluation email notification is issued by the Office of Human Resources and instructions for employees and supervisors is included.
• If applicable, the employee downloads and completes and saves their self review with the following naming convention:  last name, first name self review date (four digit year, two digit month, two digit day) that the review was completed.  If this employee is not included in this review cycle then their is not immediate action on their part. 
• Employee submits the completed self-assessment via email to their supervisor and HR-EmployeeRelations@cua.edu
• Supervisors reviews the self-assessment and goal progress in preparation for completing the supervisor review.
• Supervisors download the appropriate version of the supervisor appraisal form complete it.  Save the supervisor review with the following naming convention:  last name, first name, supv review date (four digit year, two digit month, two digit day) that the review was completed.  If the employee is not eligible for this years annual review, but is a probationary employee please download and complete a initial six month review template, review it with the employee and send a copy to HR-EmployeeRelations@cua.edu.
• Once the supervisor review is drafted, it is recommended that the supervisor share the review with their supervisor for input and discussion prior to reviewing the supervisor review with the employee.  Supervisor reviews, past performance, and looking ahead mutually sets goals with the employee for the upcoming year
• The employee and his/her supervisor meet to discuss the employee’s goals and developmental needs for the upcoming review cycle
• A copy of the review is provided to the employee and one to HR and the supervisor should maintain a copy to facilitate discussion for the upcoming year.   Please forward a final signed copy of the completed supervisor review to HR-EmployeeRelations@cua.edu 

It is highly recommended that the manager use the performance plan to guide and assess the employee’s performance throughout the year.  Status meetings on a established cadence (at the longest, a six month check in, however quarterly is recommended) should consist of the following: reviewing the employee’s progress on goals, key issues, development, and behaviors. The supervisor should note progress and concerns on the performance plan. In addition, the supervisor should use these meetings to coach and mentor employees on their developmental needs and career goals. During these meetings, the supervisor should seek feedback on how they may better assist the employee if he/she has the resources needed to successfully implement his/her goals. If the employee is experiencing any barriers outside of his/her control or if there are changes in University or departmental goals, the performance plan will need to be adjusted.

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