The Performance Management process is an opportunity to set individual and team goals that are aligned with Fordham’s strategic plan. It creates a work environment where employees are empowered to perform to the best of their abilities. Moreover, it encourages on-going communication between a supervisor and employee facilitating coaching, feedback and progress reporting.
To browse different resources related to Fordham's Performance Management process, click on the tabs below.
Goal setting is a powerful process for determining what you want to achieve annually and for developing the plan to reach your goals. It also helps to ensure your professional aspirations align with your supervisor’s, department’s and the overall University’s goals.
A useful way to set your goals is to apply the SMART mnemonic, even though there are variants as listed in the parentheses:
S – Specific (or Significant)
M – Measurable (or Meaningful)
A – Attainable (or Action-Oriented)
R – Relevant (or Rewarding)
T – Time-bound (or Trackable)
The Mid-Year Check In process provides an opportunity for employees and supervisors to review the goals set six (6) months prior and to make any necessary adjustments or modifications. Here are some tips on how to prepare for the Mid-Year review:
- Reflect on past accomplishments and challenges
- Review current goals and possible future goals
- Prepare for adjustments to current goals
- Listen to and elaborate on feedback
- Focus on the future
- Collect behavioral examples
- Focus on performance
- Discuss realistic personalized goals
- Allow for a two-way conversation
- Balance praise and constructive feedback
For more information or questions about the Mid-Year Check In process, contact [email protected].
Fordham's annual Performance Appraisal process is a time for employees to self-assess and to record achievements, as well as to set goals for the future. It also provides a chance for employees to discuss challenges, as well as strategically plan with their supervisors for the upcoming year.
It is important, for both the supervisor and employee, to understand Fordham's Mission, the position description, and drafting impact statements, as well as to provide constructive feedback. Referring to the SBIR method can assist in the feedback process.
S - Situation (the event or circumstance)
B - Behavior (specific behaviors as performance examples)
I - Impact (the effect of those behaviors on the situation)
R - Reinforcement/Redirection (description of what to start, stop, or continue doing to improve)
Fordham launched a new online system for completing Performance Appraisals in 2022. The timeline to complete and submit performance appraisals is released at the end of the spring semester.
Will my performance appraisal be online?
If you have a performance appraisal to review online, you can access it using the link below.
Where can I access an offline form?
What are some tips to successfully complete a performance review?
You can read tips and tricks on how to complete self-evaluations and how to approach the performance review conversation on the Performance Appraisal resource page.
Who can I contact if I still have questions?
If you're not finding the information you need, you can reach out to [email protected] for additional assistance.