Who do I contact for help?
Questions concerning the process should first be directed to your unit/department’s HR Representative or HR Contact. You may also contact Georgia Tech Human Resources, Employee Relations unit at: employee-relations@ohr.gatech.edu.

What are goals?
They are assignments, projects, and/or responsibilities for a particular year. They could be routine job responsibilities as well as special projects and/or assignments.

What is the difference between Performance and Career Development goals?
Performance goals help to define what is expected of you in your current position in relation to the department and/or unit’s overall goals. Career development goals outline opportunities for professional development and/or career growth. Together these goals help us manage and assess the work to be done as well as identify opportunities for ongoing professional growth and development at Georgia Tech.

Are Career Development goals required?
In the new Performance Management system, all active regular staff are required to enter at least one career development goal.

What is the deadline for entering goals?
Goals should be discussed and documented by April 15, 2025.

Are goals required for all classified employees?
In the new Performance Management system, goals are required for all active regular staff as part of the performance review process.

– Students, affiliates, and faculty, GTRI, GTAA and EI2 staff are not required to use this module.

– RWB (Retired But Working) staff are not required to set goals and participate in the Performance Management Process.

Are goals required for new hires?
All regular classified employees who begin employment during the goal setting cycle should have goals for the year. Probationary employees would still receive the usual six month evaluation, but would also get the standard evaluation at the completion of the performance review cycle. Employees who are hired after the goal setting period would only receive the probationary evaluation at the end of six months.

What is the recommended number of goals for an employee in 2025?
In the new Performance Management system, all active regular staff are required to:

• Create a minimum of 2 values-based goals for the year

• Create a minimum of 1 career goal for the year

• Create 1 –2 leader competency goals (Supervisors Only)

What if one employee is being rated on 2 goals and another employee is being rated on 4 goals?
The number of goals may vary based on the position. However, we encourage consistency in the type and number of goals for those employees whose job is similar in nature within that department/unit. Additionally, an individual’s day to day job responsibilities and duties may be addressed in other sections of the review.

What if I disagree with a goal my manager set for me?
We encourage both parties to collaborate with one another to determine agreed upon goals that are aligned with achieving the department or unit objectives. Conversations between the manager and employee should occur to determine the reasons for the gaps in communication and edits can be made to the goal, if appropriate. If there continues to be a high level of disagreement, please consult your unit’s HR Representative, HR Contact, HR Business Partner, or Employee Relations Consultant.

Can employees have the same or similar goals?
Yes. There may be situations where a group of employees with the same job title, responsibilities, duties, etc. have the same or similar goals.

How do I set goals for someone on a Performance Improvement Plan?
Yearly goals should still be discussed for this employee. Although the employee is on a Performance Improvement Plan and expected to achieve results within a specified timeline, new goals should still be implemented for the upcoming performance cycle.

What if I have more than one supervisor?
Supervisors should collaborate with one another to set goals with the employee and to provide feedback.

What are the competencies?

All classified staff will be rated on the following competencies:

All classified staff managers/supervisors will also be rated on the following four Leadership Competencies:

How do we rate competencies?
Like performance goals, competencies are rated on a five point scale (Exceptional, Strong, Satisfactory, Needs Development, and Unsatisfactory) with the exception of Honesty/Integrity which will be rated as Meets or Fails to Meet. Supervisors/Managers determine whether or not employees demonstrate competencies through the review of overall performance, performance goals, customer/client feedback, and employee input. SMART performance and career development goals are excellent examples of how you demonstrate particular competencies.

I am in a position that is classified as a manager, but I don’t have any current employees as direct reports. Should I be evaluated on leadership competencies?

Yes. Based on the employee profile, the position will automatically require leader competencies. If something has changed, contact your HR Partner for guidance.

As a manager, how do I manage performance throughout the year?
Performance goals are discussed during the goal setting phase of the process. At the end of the review period, results will be compared to the expected outcome for each goal, project, and/or responsibility. Therefore, during the year, it’s important to capture specific information and examples of how the employee met or did not meet each expected goal, project, and/or responsibility. Feedback sessions throughout the year are necessary to ensure that expectations are being managed appropriately, that any opportunities can be addressed, and that there are no surprises at the end of the year.

As an employee, how do I keep track of my performance throughout the year?
Performance goals are discussed during the goal setting phase of the process. At the end of the review period, results will be compared to the expected outcome for each goal, project, and/or responsibility. During the year, it’s important to keep track of accomplishments and progress towards goal completion. Meet with your manager regularly to ensure you are meeting expectations and that you are addressing any obstacles along the way. Think about the core competencies and specific examples of how you displayed them throughout the year. You’ll be ready for your performance review meeting if you prepare this information in advance.

Why is ongoing feedback important?
Managers and employees should engage in ongoing dialogue throughout the year to ensure expectations are being managed appropriately and that there are no surprises at the end of the year. Goals can also be modified or updated during the year. Discussing progress and providing feedback is critical as it helps to reduce confusion and missed goals. It’s a great time to discuss any obstacles that may arise and what guidance or resources may be needed.

How will goals and competencies be rated?

A five-point scale (Exceptional, Strong, Meets Expectations, Needs Development, and Unsatisfactory) will evaluate goals and competencies.

• Exceptional: Outstanding performance that considerably and consistently exceeds expectations.
• Strong: Good, solid, performance that fully meets expectations and may, on occasion, exceed expectations in this area.
• Meets Expectations: Performance meets standard requirements or expectations of the position.
• Needs Improvement: May partially meet performance expectations but needs improvement. Improvements must be detailed in the “Action Plan” section below.
• Unsatisfactory: Performance is well below an acceptable level. A formal “Performance Improvement Plan” must be developed.

What if there’s been a supervisor or manager change during the performance period?

To complete the review, it is a best practice to consult the previous supervisor or manager. If that’s not possible, then you should consult the supervisor or manager’s manager to get his/her view and input.

How do I reassign the manager on the performance evaluation?

The HR Partner can assist with updating the manager on the performance evaluation in the PM@Tech system. The update can also be made by contacting the ASC support at support@asc.gatech.edu. Read the step-by-step guide.

How do we complete the performance evaluation if the supervisor is on leave and not expected to return before the end of the evaluation period?

The evaluation can be completed by the next-level supervisor. Consult your HR Partner for additional guidance

What if an employee’s performance rating is “Needs Development” or “Unsatisfactory”?

It’s important to consult your HR Representative, HR Contact, HR Business Partner, or Employee Relations Consultant for guidance. Depending on the level of corrective action that may have already taken place, a Performance Improvement Plan (PIP) may be necessary. A PIP is used to help supervisors and employees address and resolve performance issues. The PIP communicates the performance discrepancies, when an improved level of performance needs to be achieved, and specific action steps are needed to help the employee meet performance expectations.

What are some best practices for completing reviews?

Have the employee complete a self-evaluation and review it before preparing the final review. Print a copy of the appraisal and provide a copy to the employee.

Schedule a dedicated time for the performance review conversation, allowing ample time for the appraisal to be completed. If meeting in person or virtually, choose a location and/or time that is free from interruptions and distractions. If the performance review conversation needs to be rescheduled, be sure to provide ample notice.

Review notes and other documentation you have compiled throughout the year concerning the employee’s performance. Clarify the rating by speaking to specific examples.

Set the tone for a collaborative discussion.  Engage the employee with questions.

• What accomplishments are you most proud of?
• What leadership competency goals are you considering for this year?
• What skills do you have that you feel we could use more effectively?
• How can I support you in your future goals?

Provide the employee with the next steps to acknowledge the performance evaluation in the PM@Tech system and assign a deadline that meets the organizational deadline. Encourage the employee to provide comments in the appropriate section on the evaluation.

What if I don’t agree with my review?

It’s important to first meet with your manager and ask for clarification. You should be provided with examples of the differences between expected and actual performance. It’s important to work with your manager on a development plan to improve your performance. You may also talk to your HR Representative, HR Contact, HR Business Partner, or Employee Relations Consultant if you need additional support.

If after discussing your performance review, you still do not agree with your review, you may write a rebuttal in the Employee Comments section of the review and/or attach additional pages and then acknowledge the evaluation in the PM@Tech system.

Do I have to sign my review? 

Employees are requested to acknowledge the evaluation in the PM@Tech system.  Acknowledging the evaluation indicates the performance evaluation was reviewed with the employee by the supervisor and offers the employee the opportunity to provide comments.  The employee may not agree with all the content. However, not acknowledging the review will not negate the ratings.

How do I export/print the employee evaluation? 

View or download the step-by-step guide.

How do I upload an attachment as supporting documentation to an appraisal document?

View or download the step-by-step guide.