Purpose
The annual performance review process sets the foundation aligning the individual’s efforts with the university’s goals for the coming year and is reliant on the level of engagement of both the supervisor and employee.
- By linking individual employee work efforts with the institution’s mission and objectives, the employee understands how their job contributes to the overall success of department and the University.
- By focusing attention on setting clear performance expectations it helps the employee know what needs to be done to be successful on the job.
- Through regular check-in discussions, which include status updates, coaching, and feedback, it promotes flexibility, allowing the supervisor and the employee to identify problems early and change the course of a project or work assignment.
This process is an opportunity for employees to partner with their supervisors to establish goals and manage performance through frequent and ongoing review and feedback. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.
When done well, the performance review process results in both parties having a(n):
- Shared set of expectations for the year.
- Clear understanding of performance and progress toward goals throughout the year.
- Opportunity to strengthen their working relationship through regular discussions.
- Ability to directly impact the success of the department and Institution.
- Commitment to focus on the personal and career development of the employee.
For employees
Employees are strongly encouraged to prepare and submit a self-assessment for the prior year in advance of their performance review meeting with their supervisor. The intent of the self-assessment form is for employees to provide their supervisor with a reflective assessment of their performance over the past year that highlights accomplishments and strengths; recognizes areas of growth and acknowledges challenges; and, if applicable, identifies goals for the next year. This will allow supervisors to be better prepared for the in-person meetings and better able to integrate an employee’s achievements, challenges, and goals into the final performance review.
For supervisors
The role of the supervisor is to set expectations, gather data, and provide ongoing feedback to their employees to assist them in utilizing their skills, expertise and ideas in a way that produces results.
Supervisors should meet with and prepare a written performance review for all regular full- and part-time employees.
Supervisors should refer to the Top Tips for Conducting Successful Performance Evaluations, the Administrative and Staff Compact, and LinkedIn Learning prior to completing performance reviews for employees.
Resources
LinkedIn Learning is an on-demand video platform that provides resources to members of the campus community with free access to video tutorials on a variety of custom learning content. Employees can access LinkedIn Learning through the ClarkYOU portal. Please log into your LinkedIn account to access the links below.
Supervisors and employees are encouraged to utilize LinkedIn Learning as a resource to:
- Conduct a successful performance review
- Write a self-assessment
- Define goals and objectives
- Give and receive feedback
- Access professional development training modules
Process
2025 forms
Self-Evaluation, Performance Review, and Alternative Work Arrangement Agreement forms are also located on the Human Resource Materials Portal
Submitting forms
A dedicated Performancereview@clarku.edu email has been created where supervisors will submit the completed forms to Human Resources.
For any questions regarding the process please email hr@clarku.edu or call 508-793-7294.
