Performance Evaluations
Mid-Year Performance Review
The Mid-Year Performance Review is an optional, brief 5-question assessment conducted in GMS by both managers and employees to encourage reflection and foster developmental conversations at the midway point of the performance period. Employees are not assigned a rating in the mid-year review. Instead, both employees and managers are encouraged to use this opportunity to celebrate core accomplishments from the year thus far, discuss progress on goals and projects, and have a meaningful, honest check-in about competency areas that may require further development. This is also a great time to reset expectations as appropriate, and exchange mutual feedback to support goal-setting and achievement.
Mid-Year Review Business Process – Fall 2026
The Mid-Year Review begins with a brief Employee Self-Review followed by a Manager Review of the Employee, covering the period of March 1 – September 1. After the manager completes their review, the manager and employee will complete a mid-year check-in meeting. The process is finalized in GMS with the employee acknowledging receipt of the review.
- Employee Self-Review
- Manager Review
- Mid-Year Review Meeting (Outside GMS)
- Employee Acknowledgement
The short Mid-Year Review format in GMS includes five questions followed by a chance to review, update, or add new professional goals.
- Top 3 professional accomplishments or projects completed during the performance period so far.
- Highlight at least one University competency or skill that has been demonstrated or enhanced this period and how.
- Highlight at least one University competency or skill to develop in the next 6 months and how.
- Opportunities or ideas to support goal achievement in the next 6 months.
- Additional Feedback or Comments
How To Initiate a Mid-Year Review
The Mid-Year Review can be initiated in GMS directly by the manager by logging into GMS and typing “Start Performance Review for Employee” in the GMS search bar. The Initiate a Mid-Year Review in GMS (Job Aid) provides step-by-step guidance through the process. If you do not have access to this action and your employee has already passed their probationary period, please reach out to your area-specific HR Business Partner to request initiation of the review.
2026 Annual Performance Evaluation
The Annual Performance Evaluation process is an opportunity for managers and employees to recognize challenges and celebrate accomplishments from the prior year, discuss departmental and individual goals, and plan for professional development in the year ahead. This process occurs once annually in the spring and covers the prior performance period of March 1 – February 28/29.
Core Components of the Annual Review
2026 Performance Review Key Deadlines
Phase | Date |
|---|---|
Evaluations launched in GMS for eligible Staff | Thursday, February 12 |
Self-Evaluation Due in GMS | Thursday, March 5 |
Manager Evaluation Due in GMS | Thursday, April 2 |
Manager’s Manager Approval Due in GMS | Thursday, April 16 |
Performance Review Meetings Completed (Outside of GMS) | Thursday, May 28 |
Owning Your Performance: Training and Resources
The Learning and Development team offers performance management training for all employees who are eligible for the Annual Evaluation process in various formats to support your learning. Please click the link to visit the material and review the training descriptions carefully. The learning format may be listed as “Self-Directed Course” (a self-paced video), “Job Aid” (a technical guide), or a “Hybrid Course” (a live, interactive workshop). You can view all available courses offered to staff within the Learning application in GMS.
Getting Started as a Georgetown University Employee
Performance Engagement Foundations (Live Webinar): This 50 webinar introduces employees at all levels to the entire performance engagement lifecycle at Georgetown including probationary period, mid-year review, and annual review, from the employee lens. It also touches on how to best manage your performance progress, evaluate yourself objectively, and build a performance relationship with your supervisor.
Strategic Goal Setting Workshop (Seasonal/By Department Request): This interactive workshop will offer tools and practice opportunities for developing high-impact, strategic SMART goals that clearly communicate your upcoming priorities, create structure for owning your outcomes, and support performance achievement.
Annual Employee Self-Evaluation Program (Self-Directed): This series of brief, e-learning videos will support all eligible employees in preparing for and completing the Annual Self-Evaluation in order to accurately and holistically reflect your performance success.
Annual Performance Evaluation in GMS – Employee (Video): This self-paced video training walks employees through the technical business process of submitting the Annual Evaluation in GMS (as self).
Getting Started as a Georgetown University Manager
Annual Manager Evaluation Overview (Self-Directed Video): This video training covers all of the need-to-know components of the Annual Manager Evaluation including the rating system and best practices for writing fair, accurate, and meaningful justifications. New managers seeking a collection of all key learning videos should explore Annual Manager Evaluation Program.
Annual Performance Evaluation in GMS – Manager (Self-Directed Video): This video training walks Managers through the technical business process of submitting the Manager Evaluation of an employee in GMS.
Annual Performance Evaluation in GMS – Manager’s Manager (Self-Directed Video): This video training walks Managers of Managers through the technical business process of reviewing and approving Manager evaluations submitted to you in GMS.
Get personalized support for navigating performance management tasks in GMS. Available weekly. Click here to book your 15-minute appointment.
Handouts, Templates, and GMS Job Aids
Employees | Managers |
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