When Georgia Tech employees provided feedback about the Institute’s performance management program, the Office of Human Resources listened.

Starting this year, the performance management cycle for classified staff employees will now run concurrently with the fiscal year.  

This approach will improve the ability to align individual performance expectations with departmental and Institute goals, which are set on a fiscal year basis. It will also support a pay-for-performance culture by aligning the completion of the review period with the current time frame of merit increases (when applicable).

Here is a time line for the current performance review period and goal-setting period:

• April 1, 2011 to June 30, 2011 — Complete performance evaluations for the March 2010 to March 2011 period.

• July 1, 2011 to Oct. 30, 2011 — Set goals for the next performance cycle.

During this transition year, campus departments will have the option of completing performance evaluations using an online system (which is preferred) or by submitting paper forms, as has been done in the past. The overall goal is to move to an easy-to-use, online performance review process next year.

“By providing choices we hope to make this transition year as easy as possible for our campus customers,” said Lanous Wright, director of performance and talent management. “Although performance management tools may help in efficiencies, trusting relationships between managers and employees is really the core of effective performance management.”

Additional questions may also be directed to Wright.