In This Issue

SUMMER 2024

What's New? Goal Plans!

Those on a July 1 review cycle will start the FY25 cycle by using an updated Goal Plan and Professional Development Plan!

Did You Know?

• Goals should reflect the priority work areas described in your job description; they do not have to be above and beyond what you do every day. They are meant to identify key tasks/activities that have the greatest impact on your individual and departmental success.

• Stretch Goals or stretch components, are ambitious goals that inspire us to think big; they provide a challenging target beyond what is likely achievable:

• What are three bolder things that you could do as they relate to your goal?

• What actions and behaviors would be observed for someone operating at a high level in your role?

• Goals (Performance, Major Responsibilities, and Professional Development) should be added via the Goal Plans at the beginning of each FY.

• Goals should be SMART - Specific, Measurable, Attainable, Relevant, and Timely or Time-bound. 

• Goals transfer to both the Midyear and Annual Review Forms when added through the Goal Plans.

• Employees can copy goals from one performance cycle to to the next; this is especially helpful for Major Repsonsibilities Goals that typcially remain the same as long as the employee is in the position.

• Employees can edit, add, or delete goals anytime during the performance cycle if priorities change.

• Employees should have at least one Professional Development Goal each cycle.

What's Now?

For those on a July 1 Review Cycle:

• FY24 Annual Review Forms should have been completed! If not, please do so ASAP.



• FY25 Goal Plans are available now. FY25 goals should be entered into both the FY25 Goal and FY25 Professional Development Goal Plans by August 31, 2024.

For those on an October 1 Review Cycle:

• FY24 Midyear Review Forms should have been completed! If not, please do so ASAP.

• FY24 Annual Review Forms will be available starting August 1, 2024 and should be completed by September 20, 2024.

Both employee and supervisor electronic signatures are needed for Midyear and Annual Forms to be "Completed".

Check with your area HR Rep for specific due dates for entering goals and completing performance forms.

For those on an October 1 Review Cycle:

• FY25 Goal Plans will become available September 1, 2024.

• FY25 goals should be entered into both the FY25 Goal and FY25 Professional Development Goal Plans by November 30, 2024.

Guidelines for documenting performance conversations:

• Clear goals improve the evaluation process: If managers and employees do not have the same understanding of performance expectations or work progression, revisit the goals. Having SMART goals makes evaluating performance at the Midyear and Annual reviews more objective.  

• The amount of documentation is flexible: Documentation can be as simplistic or robust as needed. Neither the manager nor the employee needs to write a long narrative; concise summary statements or bulleted lists can also be used.

• Be honest and clear: Comments should reflect what has been done well, if any areas need to improve, and the expectations for moving forward.  

• Give concrete examples: Use specific examples to support feedback on exceeding, meeting, and/or not meeting expectations. If improvement is needed, summarize discussion points with clear expectations; be explicit describing what needs to improve and by when. Document solutions or provide examples of how instances should be handled in the future.

• Choose your words carefully: Be factual, but diplomatic; tolerance for feedback can vary dramatically. Approach each employee as an individual and tailor your communication style so the employee can “hear” the feedback, understand it, and do something with it.  

• Reinforce having a growth mindset: Create an awareness for maximizing strengths and addressing challenges; even failures are opportunities to learn and grow. Use professional development to build skills and close any gaps.  

• Be future oriented: Reinforce what is already working and create specific action items to develop and improve in the future.  

• End on a positive note: Express appreciation for the employee’s efforts, regardless of whether the employee is exceeding expectations or has areas that need improvement.  

Need More Help?

The myPerformance homepage has a variety of helpful resources to assist you with the process or system. Check with your area HR Rep for further assistance and/or to confirm area-specific due dates.

Not sure who your HR Rep is?

From the top of the myPerformance homepage, select from the Home dropdown menu > My Employee File> Scroll to Job Information and select Show More.

Goals

• Developing Your Goals — e-course
• Managing Goals — podcast
• Goal Setting - Recorded FastFacts Session — Q&A session
• Setting goals, for employees — Quick Reference Guide
• Setting goals, for supervisors — Quick Reference Guide

Midyear Reviews

• Midyear Review: Completing the Midyear Review in myPerformance —Recorded FastFacts Session
• Conducting a Midyear Review: for employees — Quick Reference Guide
• Conducting a Midyear Review: for supervisors — Quick Reference Guide

Annual Reviews

• Annual Review: Completing the Annual Review in myPerformance — Recorded FastFacts Session
• Conducting an Annual Review: for employees — Quick Reference Guide
• Conducting and Annual Review: for supervisors — Quick Reference Guide
• How to Use the Rating Scale — Quick Reference Guide
• Ask for Feedback: for supervisors — Quick Reference Guide

Introductory Evaluation Reviews

• Completing the JHU Introductory Evaluation Review — Recorded FastFacts Session
• Introductory Evaluation Review in SuccessFactors, for employees — Quick Reference Guide
• Introductory Evaluation Review in SuccessFactors, for supervisors — Quick Reference Guide
• Introductory Review Form Timing — Quick Reference Guide



Click Here for Additional Resources