Planning
The planning phase is the foundation of the entire process. In this phase, S.M.A.R.T goals and objectives are set for the performance period.
Goals that are S.M.A.R.T (Specific, Measurable, Achievable, Relevant, and Time Based) increase employee motivation and commitment to goal attainment, leading to greater success.
Managing
Regular communication is critical during the managing phase of the cycle. Through formal and informal conversations, both parties are kept abreast of progress toward the successful completion of goals and expectations. These discussions are also good opportunities to provide timely feedback and coaching.
Since the performance cycle spans several months, it is important to keep track of key performance highlights and challenges. These notes will help immensely when it’s time to discuss performance for the year.
Review
At the conclusion of the cycle, both parties have a discussion to review performance for the year. If S.M.A.R.T goals have been set (planning phase) and ongoing communication and feedback has taken place (managing phase), both parties should have a productive performance review discussion.
The Annual Evaluation Form is available on the Forms page, under "Performance".
Reward
When merit increases are available, employees may receive an increase to their annual base pay in accordance with their overall performance rating.
It is important to remember that performance increases should be based upon merit.
Rewards should be differentiated based upon overall performance ratings.
Digitized Performance Management Launches at Tech
In the spring of 2023, Georgia Tech Human Resources (GTHR) is launching a ServiceNow module to help lessen the administrative burdens of the performance management process for staff and transition from the current manual, paper, and DocuSign submissions to a more agile, digital platform. The new tool is called Performance Management @Tech.
Starting with calendar year 2023 goal setting, we will transform the entire staff performance management process into a digitized format. By the end of 2023, all phases of the staff performance management process - goal setting, self-assessment, annual performance evaluation and six-month evaluations - will be managed through Performance Management @Tech
Forms
- Annual Evaluation Form (Performance Appraisal Record)
- Goal Setting Form (Values-Based Goal Setting)
- Review for Probationary Period Form
- Performance Improvement Plan and Guidelines - This guide provides managers and their direct reports examples of discussion questions for better understanding around job performance and employee performance concerns.
- Self-Assessment Form - Use this form to provide to your manager to facilitate more constructive feedback and discussion around individual performance and departmental goals as well as next steps in career development.
Training
Access LinkedIn Learning's training resources and learn more about goal setting for teams and individuals, providing and asking for feedback, performance reviews, coaching conversations, and more.