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Performance Management

Penn State’s performance management process is designed to effectively manage talent and performance and ensure that each member of the community understands how they contribute to the success of Penn State. It provides the opportunity for employees to partner with their managers to ensure their work efforts align with team/unit/university objectives, and that they are supported in their endeavors to achieve the desired outcomes while continuing to learn and develop.

Overview

To have a truly effective performance management process that supports employee performance, development and success, everyone at the University has an important role to play:

Leaders Champion the process by communicating its value, participating in the process and encouraging others to do so.

Managers Partner in the process by recognizing and reinforcing strong performance and identifying and encouraging improvement via ongoing two-way discussions.

Employees Own the process by working towards achieving results and taking responsibility for their professional and career development. They are open to feedback and seek support as required.

Human Resources Supports the process by providing training and job aids and communicating the strategic results of the process from year to year.

The performance management process is supported by an annual performance review cycle, culminating in an end-of-year review discussion.

Choose your employee type below to learn more:

Full-time Staff

  • Timeframe for Performance Review Cycle: 
    • Prepare (goal setting conversations and cascade goal actions): July
    • Set Content (enter goals in Workday): August
    • Manage Goals (on-going conversations): September - March
    • End-of-Year Review Activities: (comments and ratings): April - June
  • Job Aids
  • Frequently Asked Questions

Full-time Technical Service Employee

  • Timeframe for Performance Review Cycle:
    • Prepare (conversations re: expectations & aspiration): July
    • Periodic check-ins: July - February
    • End-of-Year Review Activities: March - June
  • Job Aids
  • Frequently Asked Questions

Non-Academic Administrator

  • Timeframe for Performance Review Cycle: 
    • Prepare (goal setting conversations and cascade goal actions): July
    • Set Content (enter goals in Workday): August
    • Manage Goals (on-going conversations): September - March
    • End-of-Year Review Activities: (comments and ratings): April - June
  • Job Aids
  • Frequently Asked Questions

Academic Administrator

  • Timeframe for Performance Review Cycle: 
    • Prepare (goal setting conversations and cascade goal actions): July
    • Set Content (enter goals in Workday): August
    • Manage Goals (on-going conversations): September - March
    • End-of-Year Review Activities: (comments and ratings): April - June
  • Job Aids
  • Frequently Asked Questions

Executive

  • Timeframe for Performance Review Cycle: 
    • Prepare (goal setting conversations and cascade goal actions): July
    • Set Content (enter goals in Workday): August
    • Manage Goals (on-going conversations): September - March
    • End-of-Year Review Activities: (comments and ratings): April - June
  • Job Aids
  • Frequently Asked Questions