Performance management is a continuous process of creating a work environment in which employees are enabled to perform to the best of their abilities. The process provides an opportunity to set individual and team goals and ensure they are aligned to the strategic goals of Fordham. The process also includes on-going communication between a supervisor and employee where coaching and feedback are provided and results are reviewed throughout the year.
Click on the tabs below to browse different resources related to Fordham's performance management proccess to learn more.
Goal setting is a powerful process for thinking about what you hope to achieve for the year and for motivating yourself to turn your vision into reality.
The process of setting goals helps you to ensure your professional goals are in alignment to those of your Area and Department. By knowing precisely what you want to achieve and what your Area hopes to achieve, you know where you have to concentrate your efforts.
A useful way of making goals more powerful is to use the SMART mnemonic. While there are plenty of variants (some of which are included in parenthesis), SMART usually stands for:
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 provides an opportunity before the performance appraisal process for employees to meet with their supervisors to review and adjust goals as needed. These check-in's are intended to be used to relfect and evaluate on current goals to better curate future professional development opportunities. Here are some tips on how to prepare for your mid-year check-in:
- Reflect on past accomplishments and challenges
- Review current goals
- Prepare possible future 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 any questions about the mid-year check-in process, contact email@example.com.
Fordham's annual performance appraisal process is a time for employees to relfect on past achievements and challenges and set new goals for the future. This process allows you to regroup and strategically plan alongside your supervisor to rise to next year's challenges and goals. By annually reflecting on your past performances, it allows space to improve and successfully move forward at your position here at Fordham.
For supervisors completing performance reviews and employees completing self-assessments, it is important to understand Fordham's mission statment, the relevant job description, how to draft impact statements, and the inclusion of the SBIR method.
S - Situation: The event or circumstance
B - Behavior: Specific behaviors as performance examples
I - Impact: The effect of those behvaiors on the situation
R - Reinforcement/Redirection: Description of what to start, stop, or continue doing to improve
In 2022, Fordham launched a new online system for completing performance appraisals. Speak to your supervisors about which performance appraisal method you will be following for the following year. The timeline for when to complete and submit performance appraisals will be released at the end of the spring semester.
To browse additional resources for both employees and supervisors about the annual performance appraisal process, as well as resources on Fordham's mission statement and drafting an impact statement, visit the Performance Appraisals resource page.
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?
Who can I contact if I still have questions?
If you're not finding the information you need, you can reach out to firstname.lastname@example.org for additional assistance.