Purpose
The annual performance review process is designed to support employee success, strengthen communication, and align individual contributions with Clark University’s mission, strategic priorities, and departmental goals. Clark University’s performance management approach is built on ongoing dialogue, meaningful feedback, goal alignment, accountability, and professional development.
As part of the transition to the Leapsome Performance Platform, the performance review process now includes competency-based evaluations in addition to goal achievement and overall performance discussions. Competencies help define the behaviors, skills, and expectations that contribute to success in a role and support a more consistent, transparent, and development-focused evaluation process across the institution.
Clark University is committed to fostering a culture of performance, accountability, and continuous growth. The implementation of Leapsome and competency-based reviews represents an important step toward a more transparent, equitable, and merit-driven performance management framework. By establishing clear expectations, providing regular feedback, recognizing meaningful contributions, and supporting professional development, the University seeks to create an environment where employees can grow, contribute at their highest level, and be recognized for their impact.
This approach supports the University’s continued movement toward a culture where performance, development, innovation, collaboration, and results are valued, recognized, and rewarded. Through consistent evaluation standards and ongoing performance conversations, employees gain a clearer understanding of expectations, opportunities for growth, and how their contributions support the University’s success.
Objectives of performance management
The performance management process is intended to:
- Align employee goals and work efforts with departmental and institutional priorities.
- Establish clear performance expectations and competencies that support success in each role.
- Encourage regular conversations between employees and supervisors through ongoing feedback, coaching, and check-ins.
- Provide employees with opportunities for growth, development, and career planning.
- Recognize accomplishments, contributions, innovation, and areas of strength.
- Identify opportunities for improvement and support continuous learning and development.
- Strengthen collaboration, communication, and accountability across teams.
- Support a culture of merit-based recognition by ensuring performance, contributions, competencies, and achievements are consistently evaluated and considered in development, recognition, and career advancement opportunities.
- Promote transparency and fairness through a standardized review process.
- Encourage employees to take ownership of their professional growth and career development.
- Create meaningful opportunities for employees and managers to discuss performance, future goals, and development needs.
When done effectively, the performance management process results in both employees and managers having a:
- Shared understanding of expectations, goals, and competencies.
- Clear view of progress and performance throughout the review cycle.
- Stronger working relationship through regular communication and feedback.
- Greater connection between individual contributions and institutional success.
- Commitment to ongoing professional and career development.
- Increased focus on accountability, continuous improvement, and high performance.
- Better understanding of strengths, development opportunities, and future growth potential.
The performance management process is intended to be an ongoing cycle of communication, feedback, recognition, and development rather than a single annual event. Employees and supervisors are encouraged to engage in regular performance discussions throughout the year to support continuous improvement and long-term success.
2026 Performance review cycle
The 2026 performance cycle will be administered through the Leapsome Performance Platform and is designed to provide a structured, collaborative, and development-focused review experience.
The process combines self-reflection, manager feedback, peer insights, competency evaluations, and goal setting to provide a comprehensive view of employee performance and professional growth.
Key phases of the review cycle
Launch phase
- Official launch of the 2026 Performance Review Cycle in Leapsome will be August 10, 2026.
- Employees and managers receive access to review materials, resources, and review tasks.
Peer nomination phase
- Employees may nominate colleagues who can provide meaningful feedback regarding collaboration, communication, and partnership.
- Peer feedback is optional but encouraged to provide additional perspectives on performance and contributions.
- Employee peer nominations for feedback due by August 16, 2026.
Manager approval phase
- Managers review and approve peer nominations.
- Approved peers receive requests to provide feedback through Leapsome.
- Manager approval of peer feedback requests due by August 23, 2026.
Assessment phase
- Employees complete and submit self-assessments.
- Self-assessments are due by August 30, 2026.
- Managers complete performance evaluations, competency assessments, and overall review ratings.
- Manager assessments are due by September 6, 2026.
Performance discussion phase
- Employees and managers meet to discuss performance results, accomplishments, strengths, development opportunities, and future priorities.
- All performance discussions must be completed by September 13, 2026.
Goals setting and development planning phase
- Employees and managers establish goals, development objectives, and performance priorities for the upcoming review cycle.
- Goals should align with departmental objectives, University priorities, and individual professional development plans.
- Goal Setting for 2027 will be due by September 27, 2026.
2026 Performance review timeline
| Milestone | Date |
| Performance cycle launch | August 10, 2026 |
| Peer feedback nominations | August 10, 2026-August 16, 2026 |
| Manager peer approvals | August 17, 2026-August 23, 2026 |
| Self-assessments due | August 30, 2026 |
| Manager assessment due | September 6, 2026 |
| Performance discussions completed | September 13, 2026 |
| Goal setting & developmental planning | September 14, 2026-September 27, 2026 |
The performance review cycle is intended to create a continuous process of feedback, development, accountability, and growth. While the formal review occurs annually, employees and managers are encouraged to engage in regular check-ins and coaching conversations throughout the year to support ongoing success and professional development.
Core competencies of the review process
The Leapsome review process includes several integrated components designed to provide a comprehensive and collaborative evaluation experience.
Peer feedback
Employees may nominate colleagues who can provide meaningful feedback regarding collaboration, communication, partnership, and workplace interactions. Peer feedback provides additional perspectives on an employee’s contributions and impact across the organization.
Self-assessment
Employees complete a self-assessment reflecting on:
- Accomplishments and successes
- Progress toward goals
- Competency development
- Contributions to departmental and institutional objectives
- Challenges encountered and lessons learned
- Areas for future growth and development
Manager assessment
Managers evaluate employee performance based on:
- Overall impact and performance during the review period
- Achievement of goals and objectives
- Demonstration of competencies
- Quality and effectiveness of work
- Collaboration and communication
- Contributions to team and departmental success
Performance discussion
Employees and managers engage in a collaborative conversation focused on:
- Key accomplishments and successes
- Feedback and recognition
- Development opportunities
- Career aspirations
- Future priorities and expectations
- Support needed for continued success
Goal setting and development planning
Following the performance discussion, employees and managers work together to establish goals and development priorities for the upcoming cycle.
Goals should:
- Align with departmental and institutional objectives
- Support professional growth and development
- Be measurable and achievable
- Encourage continuous learning and improvement
Competency-based performance reviews
As part of the 2026 review process, employees will be evaluated on both performance outcomes and demonstrated competencies.
Competencies are measurable behaviors, skills, and attributes that contribute to effective performance and support Clark University’s values and workplace expectations.
Competencies help:
- Promote consistency and fairness across evaluations.
- Clarify expectations for successful performance.
- Support employee growth and development conversations.
- Encourage continuous coaching and feedback.
- Create a common language around performance expectations.
- Strengthen alignment between employee behaviors and institutional goals.
Employees and supervisors are encouraged to discuss competencies regularly throughout the year during one-on-one meetings, check-ins, and development conversations—not only during the annual review period.
2026 Core competencies
Manages Complexity – Effectively navigates ambiguity, competing priorities, and changing circumstances while maintaining focus on achieving desired outcomes.
Vision and Purpose – Aligns daily work, decisions, and priorities with departmental objectives and the broader mission and strategic goals of the University.
Self-Awareness – Demonstrates accountability, self-reflection, openness to feedback, and a commitment to personal and professional growth.
Collaboration – Builds positive working relationships, communicates effectively, and partners successfully across teams, departments, and stakeholder groups.
Action Orientation – Demonstrates initiative, ownership, accountability, and the ability to move work forward efficiently while achieving results.
Performance rating scale
Employees will be evaluated using the following rating scale:
Significantly Exceeds Expectations – Transformational performance that consistently exceeds expectations and sets a new standard of excellence. Contributions have a significant positive impact beyond the scope of normal responsibilities.
Exceeds Expectations – Frequently exceeds core responsibilities, demonstrates exceptional performance, and delivers high-impact contributions that advance departmental and institutional goals.
Meets Expectations – Consistently meets performance expectations and delivers expected outcomes effectively. This represents the standard level of successful performance.
Partially Meets Expectations – Performance is approaching expectations, but gaps or inconsistencies remain that require improvement and additional support.
Does Not Meet Expectations – Performance does not meet established expectations and requires immediate improvement, coaching, and structured support.
Resources
Clark University provides access to professional development and learning resources to support employee growth and performance success.
LinkedIn learning
LinkedIn Learning is an on-demand learning platform available to members of the Clark community through the ClarkYOU portal.
Employees and supervisors are encouraged to utilize LinkedIn Learning resources related to:
- Conducting effective performance reviews
- Writing self-assessments
- Goal setting and accountability
- Giving and receiving feedback
- Coaching and employee development
- Leadership and communication skills
- Professional and career development
Additional resources
Additional resources may include:
- Recorded Leapsome training sessions
- Frequently Asked Questions (FAQs)
- Step-by-step job aids and system walkthroughs
- Performance review guides and best practices
- Manager toolkits and coaching resources
- Human Resources support materials
Additional training materials and support resources will be shared throughout the review cycle.
Questions and support
For questions regarding the performance management process, Leapsome, or performance reviews, please contact:
Office of Human Resources
Email: hr@clarku.edu
Phone: 508-793-7294
The Human Resources team is available to provide guidance, training, and support throughout the performance review cycle. Additional resources, training opportunities, and communications will be shared as the review process progresses.
