Virginia Tech is committed to an annual performance management process that fosters and rewards excellent employee performance. Working in partnership, employees and supervisors are able to develop a working environment that enables open two-way communication, promotes consistency in performance assessment, motivates employees to perform at their best, and is conducted with fairness and transparency.
During this phase of the process, employees and supervisors work collaboratively to develop a performance plan that that aligns the efforts of supervisors and employees with departmental and campus goals.
Each October, employees are asked to develop a new performance plan that outlines goals and objective for the coming year. The plans are developed using an online tool available in Hokie SPA. New performance plans should be finalized by mid-November each year.
Learn more about performance planning.
Coaching and counseling is a year-round process in which supervisors are tasked with providing ongoing feedback to employees.
Learn more about coaching and counseling.
Performance evaluations are a necessary and beneficial process which provides an opportunity for supervisors to provide feedback to employees regarding job performance. The performance evaluation is intended to be a fair and balanced assessment of an employee's actual performance during the review period.
Each September, employees are asked to go back to their performance plan and evaluate themselves before they meet with their supervisor for an evaluation.
Learn more about performance evaluations.
Performance plans should be completed by December 31 at the latest. However, employees should check with their direct supervisor for their department's deadline, which is likely to be before December 31.
Staff hired or rehired between October 25, 2013 and July 24, 2014 must have either a performance evaluation or a probationary review by October 17, 2014. Managers are encouraged to complete a performance evaluation in the online performance management tool in lieu of a probationary review wherever possible.
Staff hired on or after July 25 are not be required to have an evaluation for the current cycle. They should have a probationary review and a performance plan completed by November 2014 when the next performance review period begins.
Employees should complete self-evaluations by September 10, unless an earlier date has been communicated by the supervisor.
All Performance Evaluations must be in “Employee Approved” status in the online performance management tool by October 17.