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Performance Review Important Dates

Due Date	Performance Review Task
April 1, 2025	Performance Review Period Launch
April 15, 2025 by 11:59 pm	Employee Self-Reflection (15 days to complete)
April 29, 2025 by 11:59 pm	Supervisor Evaluation & Meeting to Discuss (15 days to complete)
Due May 6, 2025 by 11:59 pm	Final Sign-off by Manager & Employee (8 days to complete)

Performance Review Process

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  Employee Self-Reflection

  This is your opportunity to thoughtfully reflect on your performance over the past review period and share your perspective on how you’ve fulfilled your Core Responsibilities and demonstrated the Core Competencies that apply to all staff. There’s no rating or score here—just your honest insights, in your own words.

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  Supervisor Evaluation & Review Meeting

  The manager reviews the employee’s self-reflection, acknowledges accomplishments, and provides feedback on core responsibilities and competencies. As part of this step, the manager assigns a numerical score for the Responsibilities section as a whole and for each individual Competency. They then host a performance review meeting with the employee, make any final updates, and complete their sign-off.

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  Employee Acknowledgement

  This acknowledgement simply confirms that the conversation took place—it does not indicate agreement or disagreement with the content of the review.

Core Responsibilities Rating Scale

• Exceeds Expectations
  • Performs core responsibilities at an exceptional level, consistently producing high-quality, accurate, and timely work.
  • Demonstrates advanced understanding of the role and identifies effective, thoughtful ways to improve results.
  • Anticipates needs, adapts to challenges, and finds opportunities to improve processes or outcomes within the scope of the role.
  • Contributions reflect sustained excellence that adds meaningful value beyond the standard requirements of the position.
• Meets Expectations
  • Consistently performs the core responsibilities of the role with reliability, accuracy, and care.
  • Completes assigned duties on time and according to established expectations.
  • Demonstrates accountability, respect for others, and a consistent commitment to high standards in how work is completed and communicated.
  • Reflects strong, dependable performance that enables the team and organization to operate effectively.
• Developing
  • Making progress toward reliably performing the core responsibilities of the role.
  • May need additional time, support, or experience to fully meet performance expectations.
  • Often appropriate for employees who are new to the role, adjusting to expanded duties, or navigating transitions.
  • Demonstrates a willingness to learn and grow, though consistency or independence may still be emerging.
• Does Not Meet Expectations
  • Frequently does not complete core responsibilities or meet expected standards for the role.
  • Work may be inaccurate, delayed, or incomplete, even with reasonable support or clarification.
  • May show a lack of engagement, accountability, or sustained effort in performing key job duties.

Core Competencies Rating Scale

• Exceeds Expectations

  Demonstrates exceptional work quality by consistently producing accurate, thorough, and high-impact results.
  Takes strong initiative, anticipating needs, solving problems proactively, and leading improvements without being asked.
  Fosters a deeply inclusive environment, modeling respectful engagement and influencing others toward equity and belonging.

• Meets Expectations

  Delivers reliable and effective work quality, meeting role expectations with consistency and care.
  Shows appropriate initiative by following through, contributing to team goals, and adapting to change.
  Engages with others in an inclusive and respectful manner, demonstrating openness and awareness across differences.

• Developing

  Demonstrates inconsistent work quality that may require revision or support.
  Initiative is emerging but may lack follow-through, confidence, or alignment with goals.
  Shows some effort toward inclusion, but may need guidance to navigate diverse perspectives or build belonging.

• Does Not Meet Expectations

  Work quality is frequently incomplete, inaccurate, or not timely.
  Rarely takes initiative or contributes beyond assigned tasks; may resist change or feedback.
  Interactions may lack inclusiveness and, at times, contribute to unwelcoming or dismissive environments.

Performance Review Instruction

For user guides, training videos, and support materials to complete the performance review process, please visit the Resources page.