Performance Evaluation Resources

Your Valuation is here!

The FY20 Valuation form will be used by both Staff and Leadership, and will replace the separate Staff and Leadership Evaluations used in the past. See a preview here! Evaluations currently used by bargained-for staff and faculty will not be affected by this change in FY20.  Please note that incremental changes will be made to the FY20 Valuation as more information becomes available (ex: Core Values supporting information).  Changes to process or other large changes will be rolled out during the next fiscal year.

My Valuation Template

Instructional Videos for Performance Valuation Form Sections:

Performance Management Guidance by Quarter

Performance Management is a continuous process. By connecting throughout the year, both leader and employee will feel less burdened, adjustments can be made, and a more robust representation of the employee’s work can be achieved. Use the below breakdown by quarter to help navigate the Performance Management process.

Quarter 1 (July – September)

The start of the new fiscal year provides an opportunity to review last year’s evaluation, have impactful conversations about last year’s performance and what will carry over into this new year, and start working on job-specific work goals. View this short Q1 overview video for more detail on the steps outlined below.

  1. Review the 1-Year Performance Management Roadmap
  2. Review last year’s evaluation and note any items that will carry over to this year
  3. Hold a leader and employee check-in (Initial Conversations Starter Questions), preferably during an already scheduled 1:1
  4. Employee begins to formulate current year Job Specific Work Goals in SMART format, with guidance from leader. SMART Goals ResourcesLinkedIn Learning Login Instructions.
  5. Begin to reflect and fill out the Future Focused Employee Development Section D, and begin to create a Development Plan
  6. Leader identifies any Department Specific Content that will apply to employees within their span of control, and shares content with employees.
  7. Leader and employee meet to discuss initial job specific work goals, and development. Employee/leader update Valuation.

Quarter 2 (October – December)

If you haven’t started working on your SMART goals, it’s ok. The second quarter focuses on revisiting your goals and Development Plan, as well as preparing for your mid-year review. View this short Q2 overview video for more detail on the steps outlined below.

  1. Hold a leader and employee check-in (Check-In Conversations Questions), preferably during an already scheduled 1:1.
  2. Revisit and refine job specific work goals.  If you haven’t started yet don’t worry, but it would be good to get moving on creating SMART goals. Additional resources: SMART Goals PresentationSMART Goals Template.
  3. Revisit and refine Development Plan as needed
  4. Prepare for Mid-Year Review

Quarter 3 (January – March)

The third quarter is when we begin to review our progress towards our current goals, make any necessary adjustments, and seek input from our colleagues about our overall performance this year. View this short Q3 overview video for more detail on the steps outlined below.

  1. Hold Mid-Year Review
  2. Begin to think about 360 Peer / Customer Feedback and consider sending 360s out.
  3. Revisit and refine Development Plan as needed
  4. Revisit and refine Job Specific Work Goals as needed

Quarter 4 (April – June)

By the time we reach the fourth quarter, much of the work has been done to make our Valuation process a success. There are a few final details to complete the current fiscal year review and start thinking about next year’s goals. View this short Q4 overview video for more detail on the steps outlined below.

  1. Hold a leader and employee check-in ( End Of Year Questions ), preferably during an already scheduled 1:1
  2. Continue to think about 360 Peer / Customer Feedback and send 360s out.
  3. Revisit and refine Development Plan as needed
  4. Revisit and refine Job Specific Work Goals as needed
  5. Begin to think about job specific goals for next year
  6. (July) Leader sends Valuation to employee to finish completing employee sections and ratings.  Employee sends Valuation back to leader to complete their sections and ratings.  Leader and employee meet to discuss final rating.  Signed Valuation submitted to Human Resources.