Performance Reviews

Performance reviews are an opportunity to support the growth and development of our team by establishing an open dialogue between supervisors and employees to discuss performance and set goals for the coming year.

The information and resources below will be helpful as you begin your review. Please keep in mind that while we're all completing a performance review in the same online system in Employee Self-service, each supervisor's process may vary. You are encouraged to reach out to your supervisor to further discuss the process prior to initiating your review.

Your supervisors are here to help! Reach out with questions at any time during the process. If they don't have the answer, they will find someone who does.

Additional information is available below.

Steps for Completing Your Review

Review period: Jan. 1–Dec. 31, 2024

1. Reviews may be completed beginning Jan. 1, 2025. Initiate your performance review in Employee Self-service.
2. Comment on all universal competencies.
3. Comment on your goals and accomplishments from the review period. Engagement opportunities should also be recorded in this section.
4. Review your job description. It is your responsibility to review your job description annually and discuss any discrepancies with your supervisor.
5. Create new goals for 2025.
   1. The Office of the Registrar asks that you create a minimum of three goals.
   2. Engagement should be a goal or part of one of your goals.
      
6. Hold your performance conversation and submit your evaluation.

Deadlines

Office of the Provost deadline: Monday, March 31, 2025

Some supervisors may have additional deadlines based on their performance review process.

Universal Competencies

Universal Competencies are those that apply to all university jobs, support our mission, and are consistent with our core values; they are:

• Collaboration and positive impact
• Service excellence and customer focus
• Welcoming and respectful environment

Please comment on all three competencies.

Reviewing Your Job Description

To ensure job descriptions remain up to date and accurately reflect the work we are doing, we would like to encourage you to review your job description annually during your performance review and discuss any discrepancies with their supervisor. 

You will find an up to date copy in your e-Personnel folder within Employee Self-service.

Goals

Review Period Goals

Please comment on your goals from the Jan. 1 to Dec. 31, 2024, review period. You may do so in the online performance review or in a separate document that will be attached to your review. This process may vary between supervisors. Please check with your supervisor to see if they require completion of a specific template.

2025 Goals

The Office of the Registrar is asking everyone to create a minimum of three goals for 2025, with engagement being one goal or part of a goal. Some supervisors may ask for additional goals.

Please consider reviewing the following resources for help in creating goals. Unless required by your supervisor, you are not expected to complete any of these documents. They are meant to serve as guidance for creating goals.

• Tips for setting goals
• About SMART goals
• University of Iowa goal worksheet (template to create goals for the next review period using the SMART goal model)
  
• Additional SMART goals template
• 2025 Goal Setting Template-Registrar
• 2024 Review - 2025 Goals template

Supervisor Lunch & Learn: Performance Review Prep

Tuesday, Jan. 14 at noon via Zoom

The Provost Human Resources team is hosting a new Supervisor Lunch & Learn series. January’s webinar will be on performance reviews—how to complete them, tips for preparing, and common questions.

All supervisors should have received a meeting invite from Tracey Pritchard. If not, please contact Tracey at tracey-pritchard@uiowa.edu.

Resources, Tips, and Tricks

The following resources are available online for both staff and supervisors.

Resources for Everyone

• Performance review overview
• Universal competencies
• Performance descriptors (for ratings)
• AACRAO core competencies
• Best practices for requesting feedback
• Microsoft Copilot
• Performance review FAQs

Resources for Supervisors

• Performance review checklist
• Resources, training, and consultation

Additional Tips and Tricks

As we think about the evolution of our office and the desire to build a stronger culture, we want to also be thinking about how we can use performance evaluations to support the team. Below are some tips and tricks to consider throughout the year.

• Hold a quarterly check-in to review and discuss goals.
• Request feedback from others outside your unit but inside the office.
• Request feedback from individuals you work with on a consistent basis outside of the office.
• Consider giving yourself a personal performance rating to facilitate dialogue with your supervisor. 
• Create a folder on your desktop or in your email to keep artifacts and other information that you can connect with your review each year.
• Use engagement as a goal to help your supervisor identify ways to support your professional development.