Annual Performance Management Process

The following steps outline the required actions for the annual performance review cycle.

1. Notification

• The Office of Human Resources will notify employees and supervisors of the timeline for the annual review process.

2. Employee Self-Assessment

• Eligible employees (staff hired before January 1) must:
  • Download and complete the self-assessment form.
  • Save the document and submit it according to the form’s instructions.

Note: Employees not included in the current review cycle do not need to take any action.

3. Supervisor Preparation

• Supervisors review the employee’s self-assessment and goal progress in preparation for completing the supervisor appraisal.

4. Supervisor Appraisal

• Supervisors must:
  • Download and complete the appropriate version of the supervisor appraisal form. You must provide written justification for any ratings of Exceeds Expectations or Does Not Meet Expectations.

If the employee is not eligible for this year’s annual review but is a probationary employee, the supervisor must:

• Download and complete the Initial Six-Month Review Template.
• Review it with the employee.
• Send a copy to HR-EmployeeRelations@cua.edu.

5. Supervisor Review & Approval

• After drafting the review, supervisors are encouraged to:
  • Share the review with their own supervisor for input.
  • Make adjustments as needed based on this discussion.

• Supervisors and employees should then meet to:
  • Discuss past performance.
  • Review and set goals for the upcoming year.

6. Employee/Supervisor Meeting

• The supervisor and employee meet to:
  • Discuss the employee’s performance.
  • Establish goals and developmental needs for the upcoming review cycle.

7. Submission of Completed Review

• The Supervisor must provide a copy of the completed review to the employee and to the Office of Human Resources
  Supervisors should also maintain their own copy for ongoing performance discussions.
• Send the final signed version of the supervisor review to: HR-EmployeeRelations@cua.edu

 

Ongoing Performance Management

Supervisors are strongly encouraged to use the performance plan throughout the year to guide and assess performance.

Status meetings should occur on a regular cycle:

• Quarterly meetings are recommended (every six months is the minimum).

These meetings should include:

• Review of progress on goals.
• Discussion of key issues, development needs, and behaviors.
• Coaching and mentoring for career development.
• Identification of resource needs or barriers affecting performance.

Performance plans should be updated when:

• Barriers outside the employee’s control arise.
• University or departmental goals change.

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