Georgia Tech strives to provide an environment where all employees understand the impact their contributions have on the achievement of Institute goals and are provided the opportunity for ongoing professional growth. We reinforce this belief through strong performance management that culminates in a review of annual performance.

Plan

The planning phase is the foundation of the entire Performance Management system. In this phase, individual goals and objectives are set for the performance period. Goals that are SMART (Specific, Measurable, Achievable, Relevant, and Time Based) increase employee motivation and commitment to goal attainment leading to greater performance and productivity.

• Click here for Forms & Resources, Best Practices, and Brown Bag Sessions related to the Planning Phase.

Manage

Regular communication between the manager and employee is critical during the managing phase of the performance management cycle. Through formal and informal conversations, both parties are kept abreast of progress toward the successful completion of goals and expectations. These discussions also enable the manager to provide timely feedback and coaching as the year unfolds. Because the performance cycle spans several months, it is important for managers and employees to keep track of key performance highlights and challenges that occur during the year. These notes will help immensely when it's time to prepare the annual review.

• Click here for Forms & Resources, Best Practices, and Brown Bag Sessions related to the Managing Phase.

Review

At the conclusion of the evaluation cycle, the manager meets with the employee to conduct the annual performance review. If SMART goals have been set (planning phase) and ongoing communication/feedback has taken place (managing phase), the overall outcome of the annual review should come as no surprise to the employee.

• Click here for Forms & Resources, Best Practices, and Brown Bag Sessions related to the Review Phase.

Reward

Employees may receive an increase to their annual base pay in accordance with their overall performance rating. It is important to remember that performance increases should be based upon merit. Rewards should be differentiated between employees based upon their overall performance ratings and in general top performers should receive different rewards than other employees.

• Click here for Forms & Resources, Best Practices, and Brown Bag Sessions related to the Reward Phase.