2018-2019 Evaluation Timeline

Performance is evaluated for the calendar year that is coming to a close and goals are set for the following year.

We are here	Task
Step 1	When: Oct 1 - Nov 30, 2018 What: Goal Entry/Goal Review Responsible Party: Employee
Step 1	New to the online PEP? Goal Entry Employees will receive a notification that a task has been assigned. Using the final paper evaluation for the 2017 review period, employees must enter the 2018 goals that were established with their Manager last year. For employees who are new to the online system, this task will only need to be completed once. After the initial entry, all goals will auto-populate where needed. Employees should begin thinking about goals they want to set for the 2019 review year.	Piloted the online PEP last year? Goal Review Employees who piloted the online PEP form last year will already have their 2018 goals recorded in the system. Employees should review these goals to determine if they are on track with accomplishing them or if modifications need to be made due to changes that occurred over year 2018. Employees should begin thinking about goals they want to set for the 2019 review year.

Step 2	When: Dec 1, 2018 - Jan 31, 2019 What: Self Evaluation and Goal Setting Responsible Party: Employee Employee Self-Evaluation and Future Goal Setting Employee completes Self-Evaluation, rating his/her performance of job responsibilities and achievement of 2018 goals, including supporting comments as necessary. Next, Employee shall enter his/her goals to be achieved in the 2019 calendar year. It is recommended that these goals be developed in advance by the Employee and Manager.

Step 3	When: Jan 1 - Feb 28, 2019 What: Manager Evaluates Employee and Conducts One-on-One Meetings Responsible Party: Manager Part 1: Manager Evaluates Employee The Manager will be notified via an automated email when one of their direct reports completes their Self-Evaluation. Upon the Manager being notified (via an automated email) that one of their direct reports has completed their Self-Evaluation, the Manager must evaluate the employee. The Manager will simultaneously review the employee’s Self-Evaluation and enter their own ratings regarding the employee’s job responsibilities and achievement of goals. The Manager must also review the goals set for the year ahead and comment on them as necessary. Although the timeline says this step begins January 1, it may be completed sooner if the Self-Evaluation is completed by the employee. Part 2: Manager Meets with Employee Upon the Manager completing the employee evaluation, the Manager must schedule an in-person meeting with the employee to review and discuss the contents of the PEP form – success of performance of job responsibilities, the achievement of goals, and finally discuss the goals to be accomplished in the future by ensuring an understanding of the objectives and measures needed for successful achievement. Part 3: Manager Signs Employee’s Evaluation Following in-person meeting, Manager electronically signs evaluation and employee receives email notification. Part 4: Employee Signs Evaluation Following Manager’s signature, Employee electronically signs evaluation and PEP is complete!

Step 4	When: Mar 1, 2019 What: Deadline for completion of all annual PEPs Responsible Party: Employee and Manager PEP Completion Deadline As of March 1, 2019, all PEP forms must be complete with signatures on them by both the Manager and Employee. The final version will be accessible to employee at all times. The final version will be accessible to the Manager as long as the employee reports to Manager. A PDF of the final version will be stored in the employee's official personnel file.