Having a culture of collaboration helps organizations maximize employee knowledge and capabilities. Ideas and information spread more easily when employees communicate and collaborate across teams, departments, divisions, and campus, which can have a positive impact on employee and company performance.

In keeping with the Strategic Plan of Committing to Being an Employer of Choice and specific goals of improve and innovate internal communications and investing in our employees, it is recommended that Ithaca College move to a more versatile and agile performance process.

We recognize that our organization encompasses many industries and the creation of a more agile, manager/employee driven process will foster a culture of collaboration and communication. Supervisors and employees must be able to articulate their expectations, goals, and accomplishments in a manner that works best for them. We encourage supervisors and employees to work together to develop a frequent routine over the course of the year. The following options and resources are to serve as a guide in the development of this pilot performance process, but again, supervisors and employees are supported in making this process their own.

Review of an employee's performance is a comprehensive, year-round process consisting of goal setting, routine check-ins, and an annual review. 

• Goal Setting: (30-45minutes) Set employee's and department's key accomplishments for the coming year.
• Weekly Check In: (5-10minutes) Short, concise check ins focused on building rapport 
• Bi-Weekly Check In: (20-30minutes) Spotlight conversations emphasizing productivity and solutions
• Monthly Check In: (45-60minutes) Flexible conversations accommodating a range of topics
• Quarterly Check In: (60minutes) Extended discussions developing longer-term goals
• Annual Performance Review: (60-90minutes) Summary of the year’s accomplishments, improvements, and determining goals and priorities for the upcoming year.

Annual goal setting is an important practice within the workplace. Researchers have found that setting goals can help employees feel a greater connection to their organization. Not only does this contribute to increased optimism in the office, but it also encourages better employee performance

Frequent and routine check-ins allow supervisors and employees to foster teamwork and strengthen healthy working relationships by clarifying expectations, shifting priorities, and well-being. It is recommended that supervisors and employees engage in weekly or bi-weekly one-on-one meetings with a combinations of other routine check ins, including an annual summary each year. With well documented weekly, bi-weekly, monthly, and/or quarterly check ins, an annual review has practically written itself. 

Performance reviews allow for an overall assessment that helps people prioritize and when managed professionally, openly, and honestly, reviews can help enhance working relationships, understanding of personal and professional goals, and performance. Reviews can also help ensure employees are recognized for their work and are being provided the right training opportunities to acquire further skills, which can be beneficial for both the employee and the College.