Performance Review Programs

Employee performance review is a continual process that takes place regularly with a supervisor's frequent, informal assessments of and conversations about an employee's work performance.  On an annual basis, supervisors are expected to conduct a formal meeting with an employee that will most often summarize and/or highlight performance accomplishments, areas for improvement, and goals for the coming year.  The formal session should hold no surprises if effective and frequent conversations about expectations and performance have been taking place throughout the year.  Employees should have the opportunity to understand and clarify their job responsibilities and expectations, how their work will be evaluated, what work performance standards are, and how work performance should be improved.

ANNUAL AND PROBATIONARY EMPLOYEE PERFORMANCE REVIEWS

The formal performance review gives a supervisor the opportunity to review and discuss an employee's performance of the duties as outlined in the job description, to evaluate whether previously-set goals have been met and past deficiencies have been corrected, and to set new goals for the coming year.  The supervisor will confirm this discussion in a formal, written performance review document, the original of which will be included along with any documents and/or comments from the employee, in the employee’s official personnel file in the Office of Human Resources.

Performance review is the method of objectively assessing an individual's success and contribution in accomplishing the assigned work; this includes comparatively reviewing the individual's performance to the particular expectations/specifications listed in his/her job description.  Although the purpose of the formal employee performance review program is primarily developmental, the results of the performance review will be a significant factor in salary recommendations, promotional considerations, or disciplinary notice.

For employees who are relatively new to their positions at Ithaca College, it is expected that your supervisor will carefully and continually work with you on performance expectations during your probationary period.  Toward the end of the probationary period, your supervisor is encouraged to conduct a formal meeting with you to provide you with feedback on your performance progress and to set goals for the upcoming period.

For most employees on campus, the standard performance review program will involve the procedures, guidelines, practices and forms as described in the Ithaca College Policy Manual, Volume V, section 5.2.2:

The policy manual contains a full description of the College’s formal Employee Performance Review Program as well as links to the form document.

To encourage a common definition of the terms used in the formal performance review forms and to assist employees in preparing for performance review discussions,Rating Definitions and Performance Categories have been provided.

A Guide to Ithaca College’s Employee Performance Review Program is available to supervisors by contacting the Employee Relations and Diversity staff in the office of Human Resources.

MULTI-SOURCE FEEDBACK PROGRAM FOR VICE-PRESIDENTS, DEANS, ASSISTANT AND ASSOCIATE DEANS, AND ASSISTANT/ASSOCIATE PROVOSTS

At the request of the President, the Multi-Source Feedback Program was developed by a team of Ithaca College administrators working with a consultant.  The program, in use since the fall of 1999, was designed to provide senior level administrators and their supervisors with information from the constituents of the administrator to augment and enhance the performance review process for senior level administrators. 

Initial administration of the feedback process typically will occur during a new administrator's second year of service in the position, at the discretion of the President. Current administrators initially received feedback via the instrument in the first two years of its implementation.  Subsequent administration of the multi-source feedback instrument typically should occur every three years for each administrator.

The multi-source feedback process is designed to serve as only one component of the formal performance review process.  Using a structured feedback instrument, this program offers individuals who have regular contact with an administrator the opportunity to provide feedback on the degree to which they feel the administrator exhibits various qualities of leadership.  The instrument invites comments on competencies, such as communication, planning, ethics, decision-making, professional expertise, and commitment to Ithaca College.

Please contact the Employee Relations and Diversity staff in the office of Human Resources, for questions and consultation on conducting effective performance discussions and reviews, performance management, and/or how to make the most of your performance review.