Employees hired prior to 2022 need to have a completed performance review sometime during 2022. Reference the Performance Periods section to identify and follow your department or division's performance period.
The ePerformance system has deadlines within the system. These are "soft" and set only to keep everyone generally on task/flowing through the process. Completing the steps should be based on your performance period. Use the timelines listed below as more formal guidelines for submissions. Again, understand that your timelines may be different based on your performance period.
The most important deadline, especially if the performance period is based on the calendar year: The latest deadline to completely finalize a current year's performance documents is January 31st.
ePerformance Submission and Performance Review Timelines:
Define Criteria Step Deadline:
For 2022: The deadline for the Define Criteria step to be completely finalized is the end of March 2022. Depending on the performance period, the criteria could have been created during the fall or earlier in 2021. The criteria chosen/entered should be the criteria that will be evaluated during the staff member's next performance review.
Checkpoint 1 Step Deadline:
The recommended deadline for the Checkpoint 1 step is anytime between May 1st and September 1st. If your department uses a performance period that is not between Jan through December, you may want to complete this step earlier.
Finalize Criteria Step Deadline:
The recommended deadline to Finalize Criteria is at least 3 months prior to the end of the individual's performance period. The deadline noted in ePerformance is Sept 30th.
Manager: Schedule Performance Review Conversation(s):
The best practice is to schedule performance review conversations on a reoccurring annual basis in Outlook for you and your staff.
If you are unable or not interested in scheduling performance reviews on a reoccurring schedule, schedule the performance review conversations to occur about one month prior to when the performance review period ends. This will provide enough time to have the employee do their self-evaluation, for the two of you to meet, for you to finalize the manager evaluation, and for your employee to make comments, if interested, and acknowledge and finalize the performance review.
Self-Evaluation Step Deadline:
If completing the performance review on a calendar year basis, the staff member should complete their self-evaluation by December 31st.
If the performance review period is not aligned with the calendar year, the staff member should submit their self-evaluation about two weeks prior to the performance review meeting.
Have the Performance Management Conversation:
Employees and managers should meet to discuss the performance review. A manager may choose to share their evaluation with an employee prior to the performance review discussion. However, it is not recommended to do so in case there are changes needed after the meeting.
Manager Evaluation Deadline:
If completing the performance review
on a calendar year basis, the staff member should complete the manager evaluation by January 15th. Although the system says January 31st, this date includes the timeline for staff to do their additional comments and acknowledgment.
If the performance review
period is not aligned with the calendar year, complete the manager evaluation within 2 weeks after the performance review discussion. Give your staff an additional 2 weeks to review, provide additional comments, and acknowledge this step to finalize the performance review.