Complete Performance Evaluations By May 15

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Summaries

Summary Sentence:

Having an idea of what aspects of your job you’re doing well — and what you could be doing better — is key to your success as an employee.

Full Summary:

Having an idea of what aspects of your job you’re doing well — and what you could be doing better — is key to your success as an employee.

Having an idea of what aspects of your job you’re doing well — and what you could be doing better — is key to your success as an employee.

To ensure that faculty and staff receive this feedback and set work-related goals for the year to come, Institute leadership has requested that all managers complete performance evaluations and have goals outlined for their employees by May 15.  

“This year, we will begin a multiyear process to improve our collective knowledge, skills, and abilities as performance managers,” said President G. P. “Bud” Peterson. “It’s important to the Institute that every manager and supervisor evaluates his or her employees and sets goals with them at least every 12 months.”

Going forward, performance planning and the evaluation cycle will be aligned with the calendar year. Managers who have completed employee evaluations in the last six months have satisfied the requirement for calendar year 2013.

Evaluations and goals will be collected through each unit’s human resources representative, who will then submit them to the Office of Human Resources once the unit has a 100 percent completion rate.

In addition to requiring managers to complete evaluations and goals annually, future plans to improve the process include offering training for managers on topics such as effective communication and building trust.

For more information, email performance@ohr.gatech.edu.

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Institute and Campus
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Keywords
goal setting, Office of Human Resources, OHR, performance evaluations
Status
  • Created By: Amelia Pavlik
  • Workflow Status: Published
  • Created On: Apr 30, 2013 - 4:16am
  • Last Updated: Oct 7, 2016 - 11:14pm