Performance Management

PERFORMANCE MANAGEMENT

Performance Management is the continuous process of identifying, measuring, and developing employee skills and performance. This process extends across the lifetime of your time as an employee at Georgetown University. Integral aspects of the performance management process include an initial probationary evaluation, goal setting and the 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.

Mid-Year Check-Ins

The Mid-Year Check-In is a simplified template that enables managers and employees to create, review and update their individual goals, as well as make an overall assessment of employee performance during the period the first half of the annual performance review period: March 1, 2021, through August 31, 2021. These must be completed by November 5, 2021.

Mid-Year Check-Ins are not mandatory. Managers may initiate them at their discretion for their direct reports. Managers who choose not to conduct a Mid-Year Check-In in GMS are still encouraged to remind their employees to create, review and/or update their goals developed at the end of the FY21 annual performance cycle.

Select any of the topics below for instructions:

Elements of the Mid-Year Check-In
Instructions for Initiating and Completing Check-Ins (Manager and Employee)
Performance Management Terms and Tools
STAR: Giving and Receiving Feedback
Creating SMART Goals
Managing Goals in GMS

Goals allow employees and managers to establish clear expectations and objectives for a performance review period. They create a context and structure for having an ongoing dialogue about work performance and achievements.

Select any of the topics below for instructions:
Creating SMART Goals
Creating/Updating Goals in GMS (handout)
Creating/Updating Goals in GMS (video)

The probationary period allows an employee time to become proficient in the basic responsibilities of a new position and permits the supervisor to assess the individual’s performance. The employee and supervisor are encouraged to communicate frequently during the probationary period. 

Select any of the topics below for related information and instructions:

Human Resources Policy Manual: Probationary Employment Period
STAR: Giving and Receiving Feedback
Performance Management Terms and Tools
Completing the Probationary Review in GMS (Managers)