1. Human Resources
  2. Performance
  3. Performance Conversations

Annual Performance Summary

The Annual Performance Summary is a tool to facilitate a reflective and candid conversation between you and your employees regarding their performance. It offers a chance to look back on the year, celebrate contributions, explore challenges, and deepen alignment.

Importance

All aspects of Performance Management are essential to maintaining a strong team culture. Benefits resulting from the Annual Performance Summary include:

  • Alignment: Managers and employees who are aligned on performance and work expectations are generally more collaborative and work in tandem to achieve success.
  • Engagement: Increased individual and team engagement can foster open and constructive dialogue between managers, employees and teams.
  • Productivity: Encouraging employees to perform their best work allows you to improve productivity. Improved productivity can reduce stress in the workplace, allowing employees to maintain their focus more easily and achieve more in less time.
  • Transparency: Regular conversations ensure alignment, clear expectations, and a shared understanding of how success is defined.

The Annual Performance Summary should not replace ongoing meetings to discuss priorities, areas for improvement, and other relevant topics, but can enhance those conversations.

Summary Questions

  1. What were your most impactful accomplishments or contributions during the past year?
  2. In what ways did your work contribute to the success of your team, division or the College’s mission and goals?
  3. What is something you did not achieve that you wished you had?
  4. What challenges did you face and how did you adapt in response?
  5. Thinking of your performance over the past 12 months, where are your biggest opportunities to improve your performance in the coming year?

Process

Employees and managers have a role in the Annual Performance Summary. Employees will receive a Workday task and email notification when it is time to complete their portion.  

Employee Process

Staff employees will receive a task in their Workday inbox to complete their self-evaluation.

  1. Click on the inbox task and select 'Open' to launch the review.
  2. Type responses in the question boxes, remembering to save progress as you go.
  3. Upon completion of all questions, click 'Submit.'

Once the employee submits their responses, the summary is moved to the Manager's Workday inbox.

Manager Process

Managers will receive the complete manager evaluation step once their employees have submitted their responses. Note: Managers cannot enter their comments until the employee has completed their step.

  1. Click on the inbox task and select 'Open' to launch the review.
  2. Managers can view their employees' answers. They cannot click into the Employee Evaluation section or change an employee's response.
  3. Type responses in the question boxes, remembering to save progress as you go.
  4. Upon completion of all questions, click 'Submit. '

Joint Process

Managers and employees must meet to review both sets of responses. The goal is to have a reflective and candid conversation performance. This vital conversation provides an opportunity to reflect on the year, celebrate achievements, address challenges, and foster deeper alignment.

Timeline

Please review the timeline for the Annual Performance Conversations.  For 2025, the Annual Performance Conversations are due by August 29, 2025.

RECOMMENDATION: Add calendar reminders to your Emerson Google Calendar to help you remember to complete these tasks.  That way, if you miss the email or the Workday task moves farther down your inbox, you have the calendar to remind you! 

Support Resources

Human Resources provides several options of support for these conversations:


 

 

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