Your annual review has two parts: a written evaluation and a one-on-one meeting with your supervisor to discuss the evaluation.įor the annual performance review, pull out the notes you have been keeping on your achievements over the review period. Performance reviews typically take place annually. This information can be helpful when it is time for your annual performance review.
ISCRIBE EMPLOYEE REVIEWS PROFESSIONAL
Keep track of your achievements and professional development during the year, particularly accomplishments related to your annual goals. If your goals change over the course of the year, ask your supervisor to document the changes. These meetings can also be a great time to discuss any additional support or training you need to accomplish your goals.
Meet with your supervisor throughout the year, formally or informally, so that you can receive timely and regular feedback about your performance.
ISCRIBE EMPLOYEE REVIEWS TRIAL
Professional staff don’t have a probationary or trial service period instead, they serve on an “at will” basis, which means that their appointment can be modified or ended for any reason that does not unlawfully discriminate against the employee or violate public policy. The length of this period is determined by the applicable collective bargaining agreement or employment program.īe sure that you understand the goals and expectations you need to meet in order to successfully complete this period and transition to permanent status. New classified non-union and contract covered staff employees, or current classified non-union and contract covered staff employees moving to a new position, are usually required to serve a probationary or trial service period.
If you don’t understand any of your goals or expectations, be sure to clarify them with your supervisor. Make sure you get a copy of this document so that you can refer to it over the next review period. You and your supervisor should document your goals and any necessary professional development. This is a good time to advocate for your professional growth through training and job opportunities. A discussion of your long-term professional goals.An assessment of skills and knowledge you need to develop in order to achieve your goals.Your goals should be tied to departmental goals and your job description. You should expect to have this discussion around the time of your annual performance review for the previous year. You and your supervisor should have a discussion about your work goals for the upcoming year. By staying connected with your supervisor all year round, you can make adjustments to your work performance as needed, and your supervisor can assess and support your performance and ability to meet your annual goals. Good performance management is a continuous, positive collaboration between you and your supervisor. Performance management isn’t simply a once-a-year evaluation. You may also need support and training to meet those expectations. In order to do that, you need a clear understanding of what is expected of you. Like most employees, you want to do well in your job. Professional & Organizational Development.HR Benefits, Analytics & Information Systems.Upcoming changes to temporary employment program.
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