What’s Happening Now

Interim Review

Beginning in December and continuing through March, while not mandatory in all organizations, interim performance evaluations do meet the criteria for a management "best practice." They provide employees and supervisors a time to "check-in" and revisit in a focused way the goals, competencies, and career development plans that were created earlier in the year.

Ideally, interims should be done mid-point in the process, or six months after the annual evaluation is completed. This gives a full half-year for employees and supervisors to re-tool their plans and then work on and hopefully achieve the new or adjusted goals and objectives.

Those who are not participating in the interim review should move the form through the workflow to Step 5.

Employee Development is offering a host of classes related to performance management. Supervisors and managers can also find specific courses to help guide them through the performance management process, including using org. goals.

Please visit our HR Main Page to access recent announcements and archived transmissions relating to the performance management process at the University. These can be found under the Newsworthy section.