Review Meetings

The Self-Appraisal Meeting (Optional)

  1. The supervisor and employee meet to discuss the employee’s performance during the appraisal period and to discuss potential goals for the upcoming appraisal period. The Self-Appraisal is an optional tool to be used at the supervisor’s discretion.
  2. Schedule the performance meeting in advance, allowing sufficient time to prepare for the meeting. Select a time free of stress for both participants. If possible, hold the meeting in a room that is neutral ground, not in the supervisor’s office where interruptions could occur.

Two-way Discussion of the employee’s performance during the appraisal period is one of the most critical parts of the process. Allow adequate time for this meeting. Recognize that the review process is a high priority and is intended to be a constructive and cooperative process. Its primary emphasis is to foster development and growth. To help create such a tone and setting, consider these suggestions:

  • Ask questions and listen. Be open-minded to the information and opinions presented.
  • Discuss strengths. This will sustain and reinforce high performance.
  • Make suggestions constructive. When you point out a need for growth or change, offer suggestions for improvement.
  • Consider each other's point of view. Remember each person will respond differently in a performance meeting.
  • Keep comments job-centered. Avoid discussing personality unless it adversely affects job performance or your department’s operation.

The Performance Appraisal Meeting

After the self-appraisal meeting, the supervisor/department head completes the online supervisor evaluation. The supervisor/department head then meets with the Vice President to discuss the overall performance of each employee and their appraisal. The supervisor then meets with the employee to discuss the final Employee Appraisal, finalizes the goals and professional development areas for the upcoming year.