Annual performance and development
The purpose of the Annual Review is to work together to improve individual and organizational performance. Feedback is provided on both jobs well done and areas for improvement. The year end review should be just that, a review. Everything said in it should have been discussed before with no surprises.
To streamline the PA form and the process this year, we have:
- Created dropdown menus to complete the self-assessment and manager ratings
- Clearly identified the required areas to be completed by the employee and/or supervisor
- Implemented a paperless process with an electronic signature
- Learn more: FAQ | Performance Appraisal Ratings
Important Form Requirements: You must have Adobe Reader 9.0 or higher, and CertAid installed on your machine before filling out the form and for the electronic signature feature to operate correctly. To complete the electronic signature, highlight the signature section and follow the prompts.
Download the new PDF Performance Assessment (PA) form
Performance Assessment Email Questionnaire for Feedback (sample)
Support Staff
Process:
- The employee will complete a self-assessment of their performance.
- The completed self-assessment will be electronically forwarded to the employee's supervisor.
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The supervisor will review the self-assessment, provide an overall rating for the rating period, and finalize the PA with their own feedback.
Note: Be sure to include feedback from internal and external stakeholders (When possible) and incorporate into theassessment. Ideally, stakeholders who are considered for providing feedback should be mutually agreed on between the supervisor and employee. - The supervisor attends a calibration session with other supervisors where ratings are collectively reviewed and benchmarked with employees in similar positions and roles to ensure fair and consistent application of ratings, using our established rating scale (E/Exceptional, H/Highly Effective, P/Proficient, N/Needs Improvement, U/Unacceptable and, NA/Not Applicable).
- The employee and supervisor meet to finalize and sign the employee's performance appraisal form. Also during this meeting, the supervisor informs the employee of their overall performance rating as determined by the supervisor.
Timeline:
- February 17: Employee's self-assessment due to their supervisor
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February 24: Supervisor's overall rating of employee due to IS&T-HR
Overall ratings should be forwarded to the HR representative for your Area:
Rita Geller: Administrative Systems; Educational Systems; Administration
Ken Lloyd: Systems Engineering; Data Management; Operations and Infrastructure; Customer Support - February 27: Supervisor attends calibration meeting
- Weeks of March 12 and March 19: Supervisor delivers Performance Review to employee
- April 6: Signed Performance Review forms due to IS&T-HR
If you have any questions, contact the IS&T-HR team.
Administrative Staff
Timeline:
- March 5: Performance Assessment forms sent to supervisors and staff
- March 12: Feedback questionnaires sent to customers by supervisor (can be done face-to-face, via phone, or email)
- April 5: Self assessments due to supervisor
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April 20: Supervisor’s overall rating of Employee due to IS&T-HR
Overall ratings should be forwarded to the HR representative for your Area:
Rita Geller: Administrative Systems, Educational Systems and Administration;
Ken Lloyd: Systems Engineering, Data Management, Operations and Infrastructure and Customer Support - April 23 through May 4: Supervisor attends calibration meeting
- May 4 through June 1: Supervisor delivers Performance Review to Employee
- June 8: Signed performance review forms are due to IS&T-HR