Performance management is an ongoing cycle of goal-setting, feedback and evaluation that optimizes an individual’s progress towards organizational goals.
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Performance Management
Performance Review Process and Timeline
Performance reviews are important tools for assisting staff in effectively developing their skills and meeting their personal goals which support the mission and values of the university. Having a performance review provides staff with a roadmap to meet goals and improves overall engagement at work.
| Beginning of Cycle | During the Cycle | End of Cycle |
|---|---|---|
| Planning | Feedback | Review |
| March | September | February |
| Set goals and expectations | Mid-year feedback meeting | Supervisor's review |
The university’s current 12 month performance review period is from March 1, 2018 through February 28, 2019.
Performance Review Resources
Training
- Performance Review Training Video - An hour-long video for supervisors to learn more about goal-setting, feedback and completing performance reviews.
- Performance Review Training Slides - Slides for one-hour training
- Performance Review Training Handout - Handout for one-hour training
Additional PerfOrmance Review Resources
- Performance Review Procedural Guide - Procedural guide to conducting performance reviews at TU
The following forms are available on the forms repository:
- Performance Management Non-Exempt Review Form
- Performance Management Exempt Review Form
- Probationary Reports
- Interim Forms
- Self-Appraisal
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. Annual performance reviews are not required for employees on probation.
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.
If expectations are not being met, an employee may be rejected on probation. 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.
