Performance Management

Steinhardt uses Online Rating-less Reviews in PeopleSync for all full-time administrators and staff. The performance communications cycle consists of three processes during the academic year: 

1. Goal Setting
2. Mid-Year Check-In
3. Year-End Performance Review

See the timeline below for deadlines. Each process is kicked off with an email from Human Resources and a task in the employee’s PeopleSync inbox.

Year-End Performance Review Process Overview

The purpose of the year end process is to facilitate discussions on goal progress over the past Academic Year and memorialize those discussions in PeopleSync.

1. The process is kicked off with an action item in the employee's PeopleSync Inbox. The employee add comments on each goal (and can even add new goals) and submits. 
2. The manager sets up meetings to discuss progress on goals that would ideally take place after employees have submitted their comments.
3. After each meeting, the manager opens the action item in their PeopleSync Inbox and enters their own comments that incorporate any important points raised during the discussion. In some cases, the Manager may want to "send back" the review to the employee to make revisions.
4. Once the manager's comments are finalized, the employee will receive another action item in their PeopleSync Inbox to acknowledge receipt of the completed review. Employees have the option of adding additional comments at this time.
5. Finally, the manager will likewise receive an action item to acknowledge the finalized review. The manager also has the option of entering additional comments.

Managers and employees can review goals and comments at any time via the "Talent and Performance" widget on the PeopleSync home screen.