Performance Management

The FY24 performance management timeline extends from August, 2023 through July, 2024. This includes goal setting, an annual summary conversation, and regular coaching conversations throughout the year. The timeline is included below, and can be viewed as a PDF as well.

Ratings are a required part of the performance management process in FY24. Managers can add in preliminary ratings by navigating to PeopleSoft and selecting Manage My Team > Team Performance > Enter Preliminary Ratings. From there, there is a drop down to select a rating for each employee. Below are the descriptions for each rating. 

As in previous years, the performance management process, including goal setting and annual reviews, will be documented in PeopleSoft. To access performance management materials in PeopleSoft:

• For staff access: From the PeopleSoft dashboard, click on the My Performance tile, and then select "Annual Review." Click on the different tabs--Instructions, Priorities, Ongoing Conversation, Summary, Competencies, and Feedback--to familiarize yourself with the available options. Enter your goals in to the Priorities tab.Use the Summary tab to write your self-assessment.
• For manager access: From the PeopleSoft dashboard, click on the Team Performance tile, and then on the staff member’s name.

The FY24 review process will be similar to previous years:

• Employees set goals/priorities in PeopleSoft.
• Managers and employees continue to have regular coaching conversations.
• Employees complete a self-assessment in PeopleSoft.
• Managers (virtually or in person) meet with individual employees for annual summary conversations.
• Managers document this conversation in PeopleSoft.
• Managers assign a final year-end performance rating for each employee.

For annual summary conversations, managers should set aside some time to have one-on-one conversations with each of their employees about their work over the past year. What worked? What could be improved? How can staff members develop in their current role and in their career? What kinds of things do they want to accomplish over the next year?

Many FAS employees are now working remotely or on a hybrid schedule. Communication between managers and staff members is more important than ever in this changing work enviroment. Here are some things to keep in mind as you manage performance from a distance:

• Continue to have regular check-ins. Communication is more important than ever as we get used to a remote work environment. Maintain regular contact with your staff members via Zoom, email, Microsoft Teams, or other resources that work for your team. Regular contact will help you address any new problems that arise and to manage any recurring issues.
• (Re)set expectations. Clearly communication any new expectations you have for your employees. There shouldn’t be any surprises during the annual summary conversation. Tools like Microsoft Teams can help managers and staff members keep track of projects and maintain accountability.

More resources on managing performance remotely can be found here.

We understand that you may need additional guidance about the performance review process. With that in mind, we've developed the Resources for Managers and Staff webpage, which will help you manage all the steps of the performance review process.

If you have questions or need additional information, please reach out to your HR Consultant.