Guru's Verification engine ensures consistency, confidence, and trust in the knowledge your organization shares. Learn more.

Complete Your Annual Performance Review

Welcome to the ANNUAL Performance Review!

The goal of the Annual Performance Review is to engage in discussions with your manager on your pofessional development and plan for the future

NOTE: The Annual Performance Review is a separate process from Performance Check-ins, but both are in the part of the overall performance review cycle. To review how to complete a performance check-in, please refer to this job aide.

Background:

  1. This job aide will walk you through the steps to complete your annual performance review. This performance review has the following sections:
    1. Goals
    2. Feedback
    3. Performance Competencies
    4. Management Competencies
    5. Questions
    6. Overall
    7. Review and Submit

Overview

  1. The general workflow of the performance review check-in is as follows:
    1. Complete the Performance Review as the Employee
    2. Review Employee Performance as the Manager (Direct Supervisor)
    3. Review/Approve/Send Back the Performance Review (as Manager's Manager)
    4. Acknowledging the Performance Review as the Employee

Annual Performance Reviews and check-ins are initiated by Human Resources for employees to complete. Upon completion, the review is routed to the employee’s manager/direct supervisor.

The manager/direct supervisor has the ability to add comments and either approve or send back to the employee for further review.

If the performance review is approved by the employee’s direct supervisor, it is then routed to the direct supervisor’s manager for review. The direct supervisor’s manager has the ability to either approve or send back to the employee or the employee’s manager for further review.

Once the performance review is approved by the employee’s direct supervisor and the direct supervisor’s manager, it is then routed back to the employee to acknowledge and submit.

If you have any questions during this process please feel free to reach out to Ilana Levitt in Human Resources.

Completing the Performance Review as the Employee

  1. Login to MyDay and click the Inbox icon in the top right corner of the screen or click the task in the Awaiting Your Action tab on the home page.

WSG-Completing-Your-Performance-Review-IN-PROGRESS-Google-Docs.png

  1. Click Get Started.


  1. The first section in the Performance Review is Goals. Click the Add button.

  1. You have the ability to auto populate any in progress goals or add new goals. For this example, we will be using the auto populated goals. Click within the Add Existing field and select All Valid Goals for Selection to choose a goal to populate.

  1. You can make updates to the Goal Title, Description, category information and add comments. You will repeat Steps 3 and 4 as needed to complete the Goals section. When finished, click NEXT.

.

  1. The next section is Feedback. This section is meant to prompt people to request feedback or provide feedback on their colleagues. If you have no current feedback that has been given during the review period, this section will be blank. If so, please click NEXT.


  1. The next section is Performance Competencies. Please review the competency definition and use the Competency Guide as a resource for associated behaviors. Please provide a rating and comment on your performance for each competency for the review period. When done, click NEXT.

Competency

Description

Functional Knowledge

Demonstrates competence relevant to function or job duties. Applies current best practices in discipline or specialty areas. Committed to continuous learning, development, and responsibility to further equity, inclusion, and social justice.

Accountability

Demonstrates commitment to accomplish work in an equitable, inclusive, ethical, and effective manner. Takes ownership for actions and results. Accountable for both how and what is accomplished within scope of responsibility..

Communication

Collaborates with appropriate partners to create an inclusive, equitable and supportive environment, using verbal, written, transparent communication to understand and be understood.

Innovation

Strives to develop creative solutions to problems, looks to the future, practices agility, fosters change by including individuals who reflect diversity of thought and identities.

Mission Serving

Collaborate with, recognize, support, include, and serve a diverse community and its constituents, in fulfillment of the University mission and in service of a community of care.


  1. The next section is Management Competencies. NOTE: This section is only applicable for those who supervise or manage others, including Student workers. If you are not a manager, click NEXT.


Competency

Description

Management

(Applicable for those who supervise or manage others, including Student workers).
A) Managing Operations, Individuals & Teams: Recruits, hires, and manages diverse talent, develops and manages engaged individuals and teams. Establishes goals, manages people and resources to maximize the success of the individual and the team. Advocates to remove obstacles to accomplishments and ensures equitable access to opportunities and advancement.
B) Managing Performance: Examines and challenges biases that restrict objectivity. Sets clear and achievable goals and expectations for staff; engages in ongoing open dialogue, including providing developmental, actionable, and constructive feedback. Mentors, coaches and encourages the advancement of team members. Engages employees while working in a hybrid environment equitably. Responds to performance challenges in accordance with university guidelines.

Leadership

(Applicable for Senior and Executive Staff).


Establishes and executes a shared vision for areas of responsibility aligned with the University’s strategic mission and values. Collaboratively leads and serves as a catalyst for organizational change, cultivates distributive leadership, and motivates others to transfer vision into action. Leads by example, encourages new ideas and innovations, holds self and others accountable. Deeply committed to creating a community of equity, inclusion, and social justice.

  1. The next section is Questions. Please answer all the questions and when done click NEXT. These are required fields


  1. You will then be brought to the Overall section. Please add any overall comments and when finished click NEXT. This is a required field.


  1. You will then be brought to a confirmation page where you can review your entries and edit as needed. When finished, click Submit.

After the employee submits the performance review, it will then be routed to their direct supervisor for approval.

Reviewing Employee Performance as the Manager (Direct Supervisor)

  1. Login to MyDay and click the Inbox icon in the top right corner of the screen or click the task in the Awaiting Your Action tab on the home page.

WSG-Completing-Your-Performance-Review-IN-PROGRESS-Google-Docs.png

  1. Click Get Started.

  1. Review the goals populated by the employee. You will have the ability to make edits the Goal Title, Description, category information and add any manager comments. When finished, click NEXT.

.

  1. The next section is Feedback. This section is meant to prompt people to request feedback or provide feedback on their colleagues. If the employee received no feedback during the review period, this section will be blank. Click NEXT.


  1. The next section is Performance Competencies. Please review the competency definition and use the Competency Guide as a resource for associated behaviors. You will have the ability to view the employee’s rating and comments. Please provide a rating and comment on the employee’s performance for each competency for the review period. When done, click NEXT.


Competency

Description

Functional Knowledge

Demonstrates competence relevant to function or job duties. Applies current best practices in discipline or specialty areas. Committed to continuous learning, development, and responsibility to further equity, inclusion, and social justice.

Accountability

Demonstrates commitment to accomplish work in an equitable, inclusive, ethical, and effective manner. Takes ownership for actions and results. Accountable for both how and what is accomplished within scope of responsibility..

Communication

Collaborates with appropriate partners to create an inclusive, equitable and supportive environment, using verbal, written, transparent communication to understand and be understood.

Innovation

Strives to develop creative solutions to problems, looks to the future, practices agility, fosters change by including individuals who reflect diversity of thought and identities.

Mission Serving

Collaborate with, recognize, support, include, and serve a diverse community and its constituents, in fulfillment of the University mission and in service of a community of care.

  1. The next section is Management Competencies. You will have the ability to view the employee’s rating and comments. Please provide a rating and comment on the employee’s performance for each competency for the review period.

NOTE: This section is only applicable for those who supervise or manage others, including Student workers. If the employee i not a manager, click NEXT.

Competency

Description

Management

(Applicable for those who supervise or manage others, including Student workers).
A) Managing Operations, Individuals & Teams: Recruits, hires, and manages diverse talent, develops and manages engaged individuals and teams. Establishes goals, manages people and resources to maximize the success of the individual and the team. Advocates to remove obstacles to accomplishments and ensures equitable access to opportunities and advancement.
B) Managing Performance: Examines and challenges biases that restrict objectivity. Sets clear and achievable goals and expectations for staff; engages in ongoing open dialogue, including providing developmental, actionable, and constructive feedback. Mentors, coaches and encourages the advancement of team members. Engages employees while working in a hybrid environment equitably. Responds to performance challenges in accordance with university guidelines.

Leadership

(Applicable for Senior and Executive Staff)

Establishes and executes a shared vision for areas of responsibility aligned with the University’s strategic mission and values. Collaboratively leads and serves as a catalyst for organizational change, cultivates distributive leadership, and motivates others to transfer vision into action. Leads by example, encourages new ideas and innovations, holds self and others accountable. Deeply committed to creating a community of equity, inclusion, and social justice.

  1. The next section is Questions. You will have the ability to view the employee’s answers. Please answer all the questions and when done click NEXT. These are required fields

  1. You will then be brought to the Overall section. Please add any overall comments and when finished click NEXT. This is a required field.

  1. You will then be brought to a confirmation page where you can review your entries and edit as needed. When finished, click Submit.


After the manager submits the performance review, it will then be routed to their direct supervisor for approval.

Reviewing the Performance Review as the Manager’s Manager

  1. Login to MyDay and click the Inbox icon in the top right corner of the screen or click the task in the Awaiting Your Action tab on the home page.

WSG-Completing-Your-Performance-Review-IN-PROGRESS-Google-Docs.png

  1. Click Get Started.

  1. As the direct supervisor’s manager, you have the ability to Approve or Send Back the performance review either to the employee or the direct supervisor.

If you click Send Back, choose either the employee or direct supervisor to send the review back to for further review from the dropdown menu and write a comment on the reason for sending it back in the Reason field. When satisfied, click Submit. These are required fields.


After the direct supervisor’s manager submits the performance review, it will then be routed back to the employee to acknowledge and submit.

Acknowledging the Performance Review as the Employee

  1. Login to MyDay and click the Inbox icon in the top right corner of the screen or click the task in the Awaiting Your Action tab on the home page.

WSG-Completing-Your-Performance-Review-IN-PROGRESS-Google-Docs.png

  1. Click Get Started.

  1. You will then be brought to a Summary page where you can review the feedback from your manager and. When finished, click NEXT..
  2. Click inside the Status field to choose the Acknowledge with Comments or Acknowledge without Comments from the dropdown menu. This is a required field.

  1. Enter any overall comments in the Comment section. Once satisfied with your response, click SUBMIT when finished.


CONGRATULATIONS! Your Performance Review has been completed.

You must have Author or Collection Owner permission to create Guru Cards. Contact your team's Guru admins to use this template.