Offices & Services
Office of Human Resources

Performance Management

The process for  FY25 Year-End Performance and Development Conversations has begun. We hope these conversations provide you with an opportunity to reflect on your progress during the past year, and to discuss your ongoing development and contributions. Our performance and development conversation process for FY25 will be the same as last year. 

Key considerations for FY25 approach are:  

  • Managers will schedule and conduct year-end conversations with their direct reports.  

  • There will be no ratings in FY25.  

  • We will not use Peoplesoft this year.  

  • Managers will document the reflections and intentions discussed in the year-end conversation using an editable pdf Performance and Development Conversation Form.  

Instructions for employees to complete the Performance and Development Conversation Form:  

  1. Employees will receive the form from their manager. Please review the form. While you are not required to complete a self-evaluation, you may add comments.  

  1. After reviewing the form, please acknowledge receipt of the form and include your name and date.  

  1. Send the completed form back to your manager. 

Meaningful manager-employee check-ins are important for employee engagement. They also help sustain organizational and team morale and offer a sense of continuity. This is an opportunity to reflect on all that has been accomplished—individually and collectively—throughout the academic year, and to stay connected around shared goals and development.

Employees hired on or after April 1st will not have an annual review for FY25. Instead, managers should complete the 90-Day Review Form provided by HR around the 2-month mark.   

If you have any questions, please feel free to reach out to a member of the Human Resources Team. Thank you for your efforts in this process!  

SUPPORTING RESOURCES AND GUIDES BY TOPIC:

FY25 Mid-Year Performance and Development Conversations

Mid-Year Performance and Development Conversations are an ideal opportunity to reflect on accomplishments, discuss progress on work and development goals, and determine where additional guidance and support may be needed. While mid-year conversations are optional, they can help clarify expectations, enhance accountability and performance, boost engagement, and empower employees to reach their potential. Meaningful manager-employee conversations also support both organizational and team morale and provide a sense of continuity and forward progress. 

Please note that the window for FY25 Mid-Year Performance and Development Conversations is now closed. Stay tuned for next year!