The period of December 15, 2025 through February 6, 2026, has been designated the time to complete staff performance appraisals the review period of January 1 – December 31, 2025.
Why conduct Performance Appraisals?
The performance management process is more than an annual review or routine task. It is a vital part of your professional development and the overall success of the organization. Here is why they matter:
- Recognition of Contributions: Evaluations provide an opportunity to acknowledge your hard work and celebrate your achievements over the past year.
- Constructive Feedback: They create a space to meaningfully dialogue with your supervisor, offer positive reinforcement and actionable insight to help you grow in your role.
- Goal Alignment: Evaluations help ensure individual objectives are aligned with the department, unit, or University’s mission critical objectives – here is where you show your work has been impactful.
- Career Development: Encourages discussion about your aspirations and opportunities for training, mentorship, and career advancement.
- Documentation of Performance: Evaluations provide a record of progress and contributions, which is useful for adding progressive responsibility or other professional opportunities.
How to Complete Your-Self-Assessment
All staff members are asked to begin the performance appraisal process by completing a self-appraisal. This ensures your supervisor has a complete and accurate picture of your contributions before drafting your review.
This year’s form is fully qualitative, focusing on feedback rather than ratings. Clear, specific examples of your work will be especially helpful.
You can access your self-appraisal through ADP by following these steps:
- Log into ADP Workforce Now.
- Navigate to: Myself → Talent → Performance Dashboard
- Select the 2025 Self-Appraisal to begin completing the form.
How to Add Supervisor Feedback
How to log into ADP Performance Management:
- Login to ADP Workforce Now
- Next, click on MyTeam > Talent > Performance Dashboard
- You may now select the Individual’s Name to review
- A green check mark indicates a completed Self-Assessment
- Select Provide Feedback
Performance Management
Frequently Asked Questions
What is the look-back period for the upcoming staff Performance Evaluations?
January 1, 2025 – December 31, 2025.
What is the timeline for staff to complete their Self-Assessment?
Staff must complete their Self-Assessment between December 15, 2025 and January 16, 2026 by 11:59pm EST.
What is the timeline for supervisors to complete the Reviewer’s Feedback?
Supervisors may begin accessing the ADP Performance Management online tool AFTER the employee has completed their Self-Assessment. Supervisors may then add their feedback and goal statements, save all responses, and then schedule a meeting with staff to review all feedback. All supervisor feedback and employee discussions must be completed by February 06, 2026, 11:59 pm EST.
What is the last date staff must sign and acknowledge they have received their review?
All staff must digitally sign their evaluation no later than February 6, 2026 by 11:59pm EST.
What if I cannot log in?
Email Bertha Verkay, HR Generalist at [email protected].
What if the employee’s duties or reporting structure changed during the review period?
The performance evaluation should account for changes in duties; the current supervisor may reach out to the prior supervisor to assess an employee’s overall performance, strengths, weaknesses, and areas for improvement.
What happens if I do not complete the review?
It is important to complete annual evaluations for your employees to communicate job expectations, provide goals, and give open and honest feedback. Lack of completion will be noted in your employment record, and HR will reach out to you to grant an extension to complete the annual review.
What if I need an extension?
Email Bertha Verkay, HR Generalist at [email protected] and include the supervisor’s name, employee’s name, along with the length of the extension requested.
What to do if I can not see the employee I am supposed to evaluate?
Log out and log back in again to the ADP portal. If this does not refresh your screen, email Bertha Verkay, HR Generalist at [email protected] with the name of the employee to be added.
What should I do if my employee is on leave?
Request an extension and Email Bertha Verkay, HR Generalist at [email protected] with the name of the employee, supervisor, reason for extension, length of expected time needed, and date of employee’s return to work.
How does my employee know to sign the completed evaluation?
The online evaluation tool automatically notifies the employee with an email once their supervisor selects “submit”.
What if my employee refuses to sign and acknowledge their evaluation?
Inform the employee that the acknowledgement indicates that they received the evaluation and had a meeting with the manager to discuss it. Acknowledgment does not necessarily imply agreement with the evaluation. If, after explaining this to the employee, they still refuse to acknowledge receipt of the evaluation, the manager may contact Bertha Verkay at [email protected] with notice of a “Refusal to Sign” and to request assistance.
When I am completing my Self-Appraisal, how much detail should I provide?
Provide as much information as you feel should be noted in your performance appraisal. This is an excellent opportunity to highlight things you have accomplished during the review period. If you are having trouble getting started, it may be helpful to try to the Action-Impact format, documenting (1) what you did, (2) why it mattered, and (3) what changed because of your actions.
How can I ensure I provide meaningful feedback to my staff member?
The feedback you provide has a direct impact on employee engagement, motivation, and professional growth. Thoughtful, personalized reviews demonstrate that you value your team members’ contributions and take their development seriously. Reviews that reflect careful consideration can strengthen trust, improve performance, and support a culture of continuous learning at Drew.
To make the most of this opportunity:
Review the Employee’s Self-Appraisal
- Read the self-appraisal carefully before drafting your review.
- Note accomplishments, challenges, and goals highlighted by the employee.
- Consider areas where your perspective may complement or expand upon their reflection.
Provide Specific, Clear Examples
- Reference concrete examples of the employee’s work, behaviors, or achievements.
- Avoid vague statements like “Great job”—explain why or how their performance stood out.
Highlight Strengths and Contributions
- Recognize accomplishments that had a meaningful impact on the team, department, or university.
- Celebrate skills, initiative, and outcomes that reinforce positive behaviors.
Identify Opportunities for Growth
- Frame areas for improvement constructively.
- Focus on behaviors or skills rather than personal traits.
- Suggest resources, training, or strategies to support development.
Be Balanced and Fair
- Maintain consistency across employees while acknowledging individual circumstances.
- Avoid comparing employees directly; focus on each person’s unique contributions and growth.
Prepare for the Performance Review Meeting
- Summarize key discussion points from the appraisal.
- Consider questions to engage the employee in reflection and goal setting.
- Be ready to listen, discuss, and collaborate on next steps.
Proofread and Review
- Check that feedback is clear, professional, and aligned with Drew’s values.
- Ensure language is supportive and encourages growth.
Your thoughtful engagement in this process sets the stage for productive, collaborative conversations and reinforces Drew’s commitment to supporting our staff’s professional growth.
Who do I contact if I have questions on how to provide meaningful feedback?
If you have questions or would like guidance on providing effective feedback, please schedule a time with Kacy Hagan, Interim Chief Human Resources Officer, through this booking link: https://calendar.app.google/ejCjzvZawDHw6NT2A