Preparation and Performance Evaluation Process
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- Review the Job Description (PRF) for Each Direct Report:
Re-familiarize yourself with the roles and responsibilities as outlined in each person’s PRF before you start working on their review. If your PRF was created more than two or three years ago, please update it. Contact your IIT Division HR Officer for the process to update your PRF. - Complete the Review: Gather supporting documentation and evidence to support any comments submitted on the performance evaluation. You must utilize the comments section to demonstrate examples and highlight strong and/or deficient performance. (Comments should be entered next to ALL ratings).
- Conduct the Review with Your Direct Reports: Each manager should set time aside to give employees open, honest, and fair feedback regarding that employee’s performance for the time period. In giving feedback, managers should also provide recommendations for ways an employee may improve and further develop his/her skills.
- It is always important for employees and supervisors to keep a copy of the performance evaluation as a resource to aid in continuous development.
- Review the Job Description (PRF) for Each Direct Report:
Please submit to Division HR Officer (sarmour@gsu.edu). Enter in the Subject line “Employee’s Last Name, First Name PE Year”. Example: Doe, Jane PE 2025.
Training: All managers are encouraged to review the performance evaluation training. If there is a specific training need, please email Division HR Officer or employee relations at employeerelations@gsu.edu.
Frequently Asked Questions
How Do I Access Online Performance Evaluation?
Performance Evaluation Form >
Who Needs a Performance Evaluation?
All full-time, regular employees who completed the provisional period (reached six months of employment) as of December 31.
Supervisor Changes / Job Transitions
If an employee has had more than one supervisor during the calendar year, it is best for both supervisors to consult with one another. The current supervisor should enter the final evaluation information. If it is not clear to you who should conduct that employee’s performance evaluation, please consult with your HR Officer or with Employee Relations.