Important performance management update

Graphic of two employees in a meetingYou should have received an automated email from the PeopleSoft system announcing that the FY19 performance management forms have been created for you.  As you may recall, with the upgrade to PeopleSoft 9.2, the performance management process is now a year-round process that is initiated at the beginning of the fiscal year and includes a mid-year review.

With this new process, the employee and the manager have the ability to set performance criteria at the beginning of the fiscal year, add or delete performance criteria throughout the year if necessary, track progress at mid-year, and record any ongoing notes throughout the year rather than having to wait for the year-end review period to do so.

Things To Know

  • Once the forms have been created, the first step in the process is called the “Start” step.  Here managers or employees can add the performance criteria (goals and/or responsibilities) for FY19.
  • Managers and employees should meet to establish the performance criteria if they have not already done so.
  • After establishing the performance criteria, the manager or employee can add the performance criteria in the system. The email you received has instructions on how to do this. Note that adding performance criteria is recommended and not required.
  • Managers will be required to approve the performance criteria in the system. Once this has been done, the performance management process is officially launched. Employees will have access to add notes to their self-evaluation and then share the document with their manager prior to the mid-year or year-end review period. The recommendation from LITS HR is to complete the mid-year review in February – six months after the start of the fiscal year, particularly for any employees who have been newly hired, transferred, or promoted into a new job or responsibility. In April or May, you will receive information regarding the year-end performance management timeline and the LITS performance management training schedule.
  • Completing the mid-year review is recommended and not required. Therefore, Central HR will advance all mid-year forms to the year-end review process if they have not been completed.
  • The mid-year and year-end review forms are linked together. Any comments on the mid-year review from the employee and manager will be automatically transferred to the year-end review.


If you would like to learn more about the Performance Management process or need any guidance on how to access and navigate the performance evaluation tool in PeopleSoft, the following helpful resources are available:

Thanks, and let me know if you have any questions by emailing me at khadijah [dot] muhammad [at] emory [dot] edu.

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