Staff Performance Management

Performance management is the process of setting expectations, aligning goals, assessing results, and focusing on professional development through ongoing conversations between management and employees.

The objectives of the Performance Management process are:

• Support Gallaudet University/Clerc Center and departmental goals
• Strengthen employees’ performance and professional development
• Warrant opportunity for employee input and contribution 

Annual performance reviews provide a regular, systematic appraisal of an employee’s skills, contributions, and potential for assuming greater responsibility. The purpose of performance management is not solely to give merit increases. Performance reviews are also used for effective planning and goal setting, identifying strengths and weaknesses, encouraging improvement if needed, determining training needs, enhancing promotion and transfer opportunities, and giving deserved recognition. 

The University recognizes that in any evaluation system there is a degree of subjectivity and that no two supervisors evaluate in the exact same manner. However, the University has attempted to develop the performance review form and procedures to make the evaluation process as fair and meaningful as possible. 

Performance Management Process and Timeline

To ensure effective performance management, the manager should follow these steps:

1. The manager and employee should meet to discuss expectations and establish at least three (3) performance goals for the new performance period. These goals are typically set at the conclusion of the previous performance review to help guide the upcoming review cycle.
2. The manager and employee meet periodically to review progress on performance and goals. At the mid-year point, they should complete a mid-year appraisal discussion. New goals may be added; others deleted or revised.
3. At the end of the performance period, the manager must initiate the performance review in Workday. The manager should type “Start Performance Review for Employee” in the search bar.
4. The manager should ensure the job description is added under “Area of Responsibilities.” The manager can copy the entire job description under that area (there is no need to break it down by each responsibility).
5. The performance review is then routed to the employee to complete their self-assessment.
6. The manager may obtain additional review from other managers prior to completing their review. However, this step is optional and at the discretion of the manager.
7. The manager should complete the performance review. Once submitted, it will be routed to HR for their review and approval. It will also route to the unit administrator (if the manager is not the unit administrator) as well as the senior administrator for their feedback.
8. Once approved, the manager will receive a task to schedule the meeting with the employee. The manager should not acknowledge the performance review in Workday until after they meet with the employee.
9. The manager and employee meet to discuss the performance review. At the end of the meeting, the manager may acknowledge the performance review and add additional comments, if needed, in Workday. It will be routed to the employee for their acknowledgement and comments.
10. Signing the evaluation simply means that the evaluation has been shared – it does not necessarily mean that the employee agrees with the evaluation.

The performance evaluation should be completed by September 30 for all non-union staff. Managers should refer to this job aid for instructions on how to complete it Workday.

Performance Rating Scale

The performance rating categories and scale allow supervisors to rate employee performance in relation to performance expectations set for areas of responsibility, goals, and core competencies, as well as the overall rating at the end of the review period. The four rating categories are defined below:

Please note: Exceptional Performance (EP) is the highest performance rating and is intended to recognize consistently outstanding contributions that go above and beyond the expectations of the role. This rating is achievable but not common, as it is reserved for individuals whose performance is truly extraordinary.

The majority of employees will typically fall within the middle ratings, which reflect strong, reliable performance that meets or exceeds expectations.

If a staff member is rated as Exceptional Performance (EP), strong justification must be provided in the performance review to support this rating.

Goal Setting Resources

Better performance begins with setting specific, measurable, achievable, results-oriented, and time-bound (SMART) goals. This section provides general resources as a starting point to help you develop and write meaningful and effective SMART goals, including examples and template guides. 

Use the SMART framework to help write goals that clearly define and hold you accountable for meeting or exceeding your department and organization’s priorities. Supervisors are the primary resource to help with creating goals.

Employees are to review with their manager what the department and/or organization priorities are for the year. Remember to use strengths, interests, and identified areas of opportunities to help you draft and create goals.

For examples and guidance, review our sample goal repository:

Goal Setting Examples Guide Worksheet

SMART Goal Template Worksheet – Download PDF to access Fillable Form

Rebuttal of Annual Performance Evaluation

If an employee disagrees with their performance evaluation, please review the information below:

Employees should work directly with their manager if they disagree with their performance review. Employees may submit a rebuttal within ten (10) working days from the date of the evaluation. If the rebuttal is submitted within ten working days, the letter of rebuttal will be attached to the evaluation. Managers should make employees aware of this opportunity. If you have questions about this process, please submit a case through ServiceNow. 

FAQ on Performance Management

Here’s the link to the FAQ (frequently asked questions).