Performance Management

Performance management is an ongoing cycle of goal-setting, feedback and review that optimizes an individual’s progress towards organizational goals.

 the performance review process

Performance reviews will take place from June 1, 2026, to June 30, 2026, for all Regular and Contingent II staff. 

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TU's Probationary Period

All newly hired, promoted, or transferred regular staff at Towson University serve a probationary period. Regular non-exempt employees serve a six-month probation, and exempt employees serve a 12-month probation.  This 6-month period will be concluded with your first performance review. 

During this time period, employees receive training, guidance, instructions, and advice from their supervisors. Interim probationary reports are required at mid-point to document an employee’s progress.

Occasionally, an employee on probation gets near the end of the specified time period and is not meeting performance expectations. In those cases, the employee’s probation period may be extended. Should a manager wish to extend the probation period or reject an employee on probation, they must first contact their HR Partner to discuss next steps. If expectations are not met, an employee may be terminated during probation. 

What is your role as a supervisor?

As a supervisor, you are responsible for providing regular and consistent feedback to your direct reports. Meeting with your employee(s) in a one-on-one environment is a beneficial way to build a working relationship, allowing you both to review and adjust goals as necessary. 

At the beginning of the performance review cycle, draft the year-end performance review and meet with your supervisor to capture their feedback before meeting with the employee. After you meet with the employee, submit the review via DocuSign.

Practicality of Performance Reviews

Performance reviews are important tools for helping staff effectively develop their skills and meet their personal goals, which support the university's mission and values.  Having a performance review provides staff with a roadmap to meet goals and improves overall engagement at work.

Performance Cycle Overview

Phase Timeframe    process and objectives
Beginning of Cycle June

Review and Planning: Set developmental goals and expectations.
During the Cycle July – April

Ongoing Feedback: Check in with employees regularly to assess progress, provide support, and make adjustments as needed.
End of Cycle May Preparation for Review: Gathering supporting documentation and preparing for the annual performance evaluation.

Note: Supervisors are encouraged to meet with employees often throughout the year. Consider ad hoc and/or bi-weekly check-ins in addition to formal reviews.

Submit a Performance Review

The university’s current 12-month performance review period is from June 1, 2025, through May 31, 2026. Performance review conversations begin June 1, 2026, and end June 30, 2026.

1

Preparing for the Review

Gather supporting documentation such as the employee’s position description, probation reports, past performance reviews, employee’s self-reflection, and other performance documentation. Ask each of your direct reports to complete a self-reflection form (DOCX). 

Attend a training session. The OHR is hosting several sessions throughout May to assist supervisors. Refer to the OHR Training Calendar to register.  

2

Writing the Review

Write the review using the 2025 Performance Review Form (DOCX). Be sure to confirm the employee’s TU ID using the spreadsheet provided by your HR Partner. It is best to copy and paste both the name and TU ID from the spreadsheet to the form.  

If you have an employee relations concern, including the possibility of submitting a review that “does not meet expectations,” please reach out to your HR Partner as soon as possible for support.  

Example performance review forms:

3

Scheduling Meetings

Meet with the next-level supervisor to review key components of your review(s). Are there any important highlights they would like to add? Make these changes prior to meeting with your direct report. 

Meet with your direct report(s). Review performance from the previous year and, together, create developmental goals for the upcoming year. Goals may be driven by department, division, university strategic objectives, or by the individual. 

4

Finalizing the Review for Submission

Make any final changes to the performance review form based on the meeting with the employee. Submit the form through this DocuSign link. Be sure to confirm the employee’s email address, legal or preferred name, and their TU ID.

 

Frequently Asked Questions

Log in to DocuSign from the MyTU dashboard (mytu.towson.edu) using your NetID and password. Click the Manage tab at the top of the screen, and then using the search bar on the right, type “performance review” and filter by 12 months. Next to each entry, you can download the reviews you need.

The current supervisor is responsible for conducting the review (found on the report provided to all supervisors). However, it is encouraged that the current supervisor contact the previous supervisor (if possible), or those that provide day-to-day instruction, to obtain additional feedback regarding performance. 

Employees that completed the review period should receive a review, even if they are leaving the position. It is recommended that supervisors conduct a full review when possible. If the employee has already departed the position, the supervisor may work with their HR Partner to provide a note to the file regarding performance. 

The review process should be administered collaboratively and consistently. The reviewer’s supervisor shall review the content of the review prior to the review discussion between the supervisor and the staff employee. The role of the reviewer’s supervisor is to ensure any specific areas of performance are noted, and a consistent approach is applied across the Division or College. The reviewer’s supervisor signs the review last. 
Absolutely! Many supervisors ask their employees to provide a reflection or list of accomplishments prior to the review discussion. In addition, staff employees have the option to add additional feedback or comments once the review is complete. Refer to the Employee Self-Reflection document linked on the Performance Management page. 
If your staff employee is currently on FMLA, complete the review but do not hold the discussion until the employee returns from FMLA.  The review shall only include an assessment of the performance while the employee was active in the role. 

All signatures must be collected via DocuSign. You can access DocuSign through the MyTU dashboard. The OHR will not be accepting returned forms via email or campus mail, unless there is a specific need for an exception. Contact your HR Partner if you believe an exception is needed. 

Yes. However, it is recommended that you conduct the review in person whenever possible. This allows for a better connection with your employee and will generally result in easier back-and-forth conversations and collaborative goal creation. However, if this is not possible due to a telework agreement that is in place, you can conduct the review remotely.