Once a year, the University takes the opportunity to recognize the achievements of our administrative employees and begin the conversation about new and ongoing individual performance goals, as well as engaging employees in the broader goals of the department.

Writing performance appraisals allows you to support your staff by documenting their strengths, areas of development, and opportunities for career growth. These appraisals also build employees' relationships with their direct supervisor, which elevates performance. It's proven that this dialogue helps reinforce target goals for the individual, team, department and University at large.

To help guide you through these conversations and provide resources for leading the Performance Management process, we encourage managers and supervisors to review our Guide to Performance Management, available in the HR Manager Toolkit at http://managers.hr.columbia.edu/managing-performance.

For information on classroom training opportunities related to performance management, please contact hrlearning@columbia.edu.

It is University policy that Officers of Administration and Non-Union Support Staff receive a written performance appraisal once per year. The completion of year-end performance appraisals generally occurs between May 1 and June 30. However, some schools and departments may use their own form or timeline. Please confer with your local HR representative or HR Client Manager for more information on the process and timeline for your school or department, while using the information in the Manager Toolkit for tips and guidance.