Performance Management
Performance Management at Georgetown
Performance Management is the continuous process of communicating, measuring, and developing employees. The process aims to support employees in being more fulfilled, effective, and valuable contributors to the Georgetown community. Integral aspects of the performance management process include an initial probationary period, continual feedback and goal setting, and the mid-year and annual performance review.
The Department of Human Resources is committed to designing Performance Management processes that foster an environment in which managers and employees can regularly communicate about departmental and individual goals and accomplishments in service of creating a culture of engagement, accountability, and excellence.
Performance Engagement Lifecycle
Best Practices for Performance Engagement
Phase | Probationary Period | Mid-Year Review: Optional Review in GMS | Annual Review: Required Evaluations in GMS |
|---|---|---|---|
Timeline | Occurs at the end of the first 3 or 6 months of employment based on start date and position type. Review Policy 204: Probationary period Policy | Occurs at the end of first 6 months of the employee’s review period (August/September). The Mid-Year Review is optional and available to activate in GMS typically in September. | Released annually by March 1 for eligible GU employees, covering the performance period of March 1 – February 28/29. See the Performance Management FAQs for details. |
Manager Responsibilities | Set Clear Expectations • Review Position Description (PD) and Probationary Policy with Employee • Train the employee on core job duties and offer additional training as needed • Describe and document your expectations and allow space for questions and on-the-joblearning • Complete Probationary Evaluation in GMS before probationary period ends. | Activate and complete a 5 question form in GMS that covers each employee’s accomplishments from March – August Provide STAR+Q feedback & revise expectations as needed • Review Goals and employee progress • Communicate what is going well and where improvement is needed • Collaborate with each employee to set new SMART goals for the next 6 months | Complete the Annual Manager Evaluation Process in GMS for each employee. • Reflect on employee successes, challenges, and goals set/completed from the performance period. Review their employee Self-Evaluation in GMS. • Release the Manager Evaluation to each employee at minimum two business days (ideally 1-2 weeks) prior to meeting. • Meet with the employee 1:1 to review evaluations, celebrate accomplishments, and set expectations for the future. Resources can be located on the Annual Review website. |
Employee Responsibilities | Learn Job Expectations • Review your Position Description (PD) with your manager and discuss learning goals • Ask questions and request help from your manager and colleagues as needed • Enter SMART goals in GMS and tie to performance competencies | Complete the 5 Question Mid-Year Review form in GMS • Reflect on your top 3 accomplishments and at least one competency area for development in the next 6 months of the performance period • Update goals set in GMS and/or update your progress towards Goals • Ask for specific feedback from your manager on your performance and provide upward feedback as appropriate to support your growth • Bring drafted SMART Goals to your manager for collaborative discussion | Complete Annual Self-Evaluation in GMS • Familiarize yourself with the performance competencies • Reflect on your top accomplishments and any performance challenges faced throughout the review period • Update goals set in GMS and/or update your progress towards Goals • Prepare for your annual review meeting by reviewing the Manager Evaluation in GMS • Meet with your manager 1:1 and co-create goals for the next year |
Regular Performance Check-ins
Managers and Employees are encouraged to co-manage performance accountability together and continuously exchange mutual feedback in order to grow together as individual contributors and leaders. Managers should schedule regular meetings with their direct reports (bi-weekly, or another cadence determined together) to stay connected on regular duties and projects, as well as quarterly check-ins (every 90 days) to address goals and overall performance. Managers are strongly encouraged to invest in the optional Mid-Year Review process, typically released in September.
Components of the Mid-Year Review (Fall)
The Mid-Year Review is an optional but strongly encouraged process designed to provide a brief, structured review of an employee’s performance in the first half of the performance period, and serve as an opportunity to review, update, or add performance goals.
Section I. Performance Questions as they appear in GMS
- Accomplishments during the review period
(Typically March to September) - Areas where I am doing well
- Areas where I need improvement
- What are future opportunities for professional development?
- What do I need to achieve my goals?
Section II. Goals
Effective performance management starts with setting clear and meaningful Goals. Goals should be initiated by employees but reviewed and revised collaboratively with your manager. SMART goals create clarity, structure, and accountability around work priorities and serve as a vehicle for ongoing communication. Goals can be initiated and submitted in GMS at any time of the year and automatically route to the Manager for approval. Each Goal is tied to a specific performance competency. Employees may choose to add performance goals from the previous year to their performance review to demonstrate the progress they have made.
Review the Mid-Year Review Job Aid and Goals Job Aid.
Components of the Annual Review (Spring)
Section I. Competencies
Employees will rate themselves via a “Self-Evaluation” in GMS and managers will complete a “Manager Evaluation” in GMS. Both evaluations rate employee performance on the same University competencies:
Functional Knowledge, Work Quality, Professionalism & Inclusion, Service Orientation, Initiative, Communication & Collaboration, and Managing Others (Managers Only).
For full definitions of the competencies, please reference Performance Management Terms and Tools PDF.
Section II. Goals
Goals are an essential component of the performance management process and support fair and measurable performance outcomes. When conducting the annual review, employees will be prompted to review their existing goals and set new goals. It is the employee’s responsibility to manage and update the progress of your goals, revise goals as needed, and draft new goals for the upcoming performance period. Additional information can be found above in the Mid-Year Review section.
Section III. Overall Assessment
Employees and managers will assign an overall rating for the performance evaluation. The overall rating should take into account the individual competency ratings, challenges and accomplishments of the previous year, and progress towards assigned goals. The Overall rating should reflect a holistic view of the employee’s past year and does not need to be an average. Ratings include:
Far Exceeds Expectations, Exceeds Expectations, Meets Expectation, Needs Improvement, or Unsatisfactory.
For full definitions of the ratings, see
Performance Management Terms and Tools PDF.
Section IV. Professional Development
Achieving or supporting performance goals and professional aspirations involves an investment in Professional Development (PD) opportunities. Managers are encouraged to promote opportunities for growth and development such as training and workshops, professional certifications, free linked-in learning courses, shadowing colleagues, serving on a committee/new project, joining an Employee Resource group, and more. Employees are encouraged to reflect on their areas of interest and growth and identify the PD they wish to pursue. In the Self-Evaluation, employees have the option to include their desired or intended PD for the next performance year. This is not a retroactive reflection of the past year, but a future-oriented one.
The Mid-Year and Annual Performance Review website offers up-to-date training information, guided handouts, and frequently asked questions (FAQs) about each review process.