For more information, you may also contact Employee Relations at 404-413-3356.
Performance Management Overview
What is performance management?
Performance management is the process of directing, coaching, developing and evaluating employees to cultivate relationships and plan for future success.
What are the components of performance management?
Goal setting, continuous coaching and feedback, and a formal review are components of the performance management cycle. At the beginning of the cycle, supervisors and their direct reports meet to set goals for the coming year. Throughout the year, supervisors should facilitate dialogue with their employees to determine progress, celebrate successes and plan to address challenges. At the end of the year, supervisors and employees meet to have a formal review of achievements and areas of opportunity based on the goals set at the beginning of the year.
How does performance management link to career planning?
Performance management is the foundation of career planning. Through this process, employees work towards goals that support the needs of the business and their professional development. The purpose is to build relationships and facilitate conversations between employees and managers throughout the year with regard to performance goals, career goals, and career planning.
What is the purpose of conducting a performance review?
Performance reviews provide a formal documented account of each Georgia State employee’s performance during the review cycle. It is an essential component of the performance management process and helps provide decision-making for promotions, merit increases and other employment decisions.
Georgia State Performance Review
What are the key dates for the January 1, 2019 – December 31, 2019 performance cycle?
|2019 Annual Performance Review Period||Jan. 1, 2019 – Dec. 31, 2019|
|Performance Evaluation Process Period||February – April|
|Original, signed performance evaluations due to department HR||Consult with your college/division HR Officer for your internal deadline|
|Original, signed performance evaluations due to Central HR||March 30, 2020|
Are staff employees required to receive an annual performance review?
Yes. Every non-provisional classified employee should receive a performance review at least once every calendar year. Provisional employees should receive a provisional evaluation form in accordance with the provisional evaluation cycle.
How do I know if I am considered a professional, administrative or classified employee?
Classified employees consist of professional and administrative personnel who are not identified as academic faculty, research faculty, academic professionals or post doc Fellows.
Do provisional employees receive a performance review?
Provisional employees are reviewed at 1-month, 3-months, and at the completion of their provisional period using the provisional evaluation form.
Do Academic Faculty, Research Faculty, Academic Professionals and Post Doc Fellows have a performance management process?
Academic faculty, research faculty, academic professionals or post doc Fellows are annually reviewed by the appropriate designee through a separate process. They are not required to use the forms or processes that are designated for classified employees.
What if I have more than one supervisor?
Supervisors should collaborate with one another to provide feedback.
What if there’s been a supervisor or manager change during the performance period?
To complete the review, it is a best practice to consult the previous supervisor or manager. If that’s not possible, then you should consult the supervisor or manager’s manager to get his/her view and input.
What if an employee’s overall performance rating is “Not Successful”?
It’s important to consult your HR Representative, HR Contact, HR Business Partner and/or Employee Relations. A Performance Improvement Plan (PIP) may be necessary. A PIP is used to help supervisors and employees address and resolve performance issues. The PIP communicates the performance discrepancies, when an improved level of performance needs to be achieved and specific action steps that will help the employee meet performance expectations.
What are some best practices for completing reviews?
- Schedule a dedicated time for the performance review conversation, allowing ample time for the appraisal to be completed.
- Choose a location that is free from interruptions and distractions.
- Review notes and other documentation you have compiled throughout the year concerning the employee’s performance.
- Have the employee complete a self-evaluation and review it prior to preparing the final review.
- Provide the employee with a draft copy of the completed performance review prior to the actual review conversation.
- Ensure constructive two-way communication during the review conversation (listening attentively and encouraging dialogue).
- Schedule a performance planning meeting within 30 days after the review conversation to jointly establish goals for the upcoming performance review cycle.
What if I don’t agree with my review?
It’s important to first meet with your manager and ask for clarification. You should be provided with examples of the differences between expected and actual performance. It’s important to work with your manager on a development plan to improve your performance. You may submit a rebuttal or response to your evaluation within 10 calendar days. It will be attached to your evaluation. You may also talk to your HR contact or Employee Relations if you need additional support.
Do I have to sign my review?
While you are not required to sign your review, signing it acknowledges that you and your manager met and discussed your performance for the year. You may not agree with all of the content, but your signature acknowledges that you met with your manager and discussed your review, not that you agree with the ratings. There is a place for employee comments on the review as well. You may also submit a rebuttal or response to your evaluation within 10 business days.It will be attached to your evaluation.
Who do I contact for help?
Questions about the process may be directed to your unit/department’s HR Officer or HR contact. You may also contact Employee Relations at 404-413-3356.
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P.O. Box 3982
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