MySLC

Performance reviews are due to Human Resources by June 21, 2024.

The annual performance review is an important aspect of the regular performance management process in which supervisors engage with their teams. Performance management is a continuous, ongoing process of clarifying responsibilities, communicating expectations, setting goals, and providing feedback to employees.  Performance management includes regular check-ins, ongoing calibration of goals and priorities, continuous feedback and the annual performance review process.

The performance review is a tool in the performance management process which is utilized to praise and encourage employees and serves as an annual summary of the employee’s achievements.  The performance review is a formal feedback mechanism that is utilized to establish annual goals and identify areas opportunities for required improvement.  Supervisors are required to complete this annual performance review for all regular staff. 

The performance review process should be a thoughtful and deliberate one, with supervisors reviewing the previous year’s evaluation, reflecting on important milestones and challenges throughout the year, and developing forward-looking, specific goals in partnership with the employee.   When describing an area for improvement it is important that supervisors be specific about their expectations in that area.  Staff should receive a copy of their performance evaluation, in advance of the scheduled review discussion. Supervisory guidance on preparing for and engaging in the performance review process is available on MySLC.

Sarah Lawrence’s performance review form is primarily narrative and allows for a descriptive summary of the employee’s greatest strengths, areas for improvement and encourages the identification of training and professional development opportunities for employees.  Supervisors should refer to the College’s Staff Professional Development Program for ideas and opportunities for employee professional development. Staff will be provided with the option, and should be strongly encouraged to complete an Employee Self-Assessment Worksheet, where they can summarize their strengths, challenges, accomplishments and future goals. Supervisors should consider the feedback provided on this form in their development of the employee’s performance review.

At the conclusion of the performance review process employees’ overall performance will be rated based upon their:

• Achievement of previous year’s goals (if applicable)
• Successful completion of essential functions of the employee’s position
• Ability to successfully collaborate across the institution in the performance of their work
• Reliability, consistency, and dependability
• Contributions to the achievement of institutional or area priorities
• Demonstration of leadership capabilities in the form of overseeing and/or implementing an innovative or impactful institutional initiative

The categories utilized for performance evaluations are described below.

Exceptional

Performance noticeably and significantly exceeded expectations and made a unique contribution to the achievement of institutional or area objectives. Employee is easily recognized as a top performer and demonstrates high level capabilities and proactively takes on higher levels of responsibility (typically awarded to less than 10% of employees)

Consistently Exceeded Expectations

Performance consistently exceeded the College’s standards and expectations. Employee is widely recognized as a strong and valued contributor, and demonstrates high levels of effort, effectiveness and judgment with limited or no supervision

Consistently Met Expectations

Performance consistently met the College’s standards and expectations and is reflective of a fully qualified and experienced individual in this position. Employee is considered reliable and successful in performance of their responsibilities

Needs Improvement/Inconsistent

Performance sometimes met, but did not consistently meet, position expectations.  One or more areas of concern have been identified and communicated with the employee

Unsatisfactory

Performance was below expectations in essential areas of responsibility and shows little or no improvement with supervisory feedback. Knowledge, skills, abilities and attributes have not been demonstrated at appropriate levels.

Staff who achieve an evaluation reflecting exceptional or consistently exceeded expectations in their performance review may be eligible for merit recognition under the College’s Staff Merit Review Program.

Upon completion of the review discussion, the employee is invited to make a written comment at the end of the form.  The evaluation must be signed by the supervisor(s) and the employee prior to sending it to Human Resources.