For a better experience, click the Compatibility Mode icon above to turn off Compatibility Mode, which is only for viewing older websites.

Performance Management Process

The most important measurement of employee performance at Drexel University is the annual performance evaluation.  These evaluations give professional staff and managers an opportunity to assess a professional member's performance over the course of the previous year, celebrate strengths, make plans to improve weaknesses, and set job goals.  These collaborative evaluations also help determine each employee's merit-based salary increase for the upcoming year.

Performance Management Timeline

How to Access the System

Performance Management System Training

Introductory Period Evaluations

Tips for Completing Performance Evaluations


Performance Management Timeline

While professional staff evaluations are submitted to Human Resources each spring, evaluation is a year-long process split into three phases: planning, tracking, and evaluation.  Below is a suggested timeline for this process.

FY2014 Performance Evaluation (July 1, 2013 - June 30, 2014)

Planning Phase Deadline
Discuss SMART goals and enter into Career Pathway
(professional staff member/immediate supervisor)
November 15
Tracking Phase Deadline
Professional staff member and supervisor edit, delete, and add goals as necessary throughout the year; take notes about performance and accomplishments March 31
Evaluation Phase Deadline
Career Pathway releases the performance evaluation and pulls in any goals entered on the Goals page (goals saved as a DRAFT will not be pulled into the evaluation) April 1
Self evaluations due (professional staff member) April 15
Supervisor's evaluation due (supervisor) May 9
Final review of professional staff evaluation by department by May 23
Immediate supervisor delivers final ratings to professional staff member;
professional staff member reviews and signs
May 23

Performance Evaluation Format for FY2014

All professional staff performance evaluations will include the standard Drexel competencies and the goals that are entered on the Goals page on Career Pathway. Supervisors are no longer required to release performance evaluations at the beginning of the performance cycle; rather, the evaluation will be automatically released in April. Professional staff members and their supervisors should work together to enter performance and development goals on the Goals page in Career Pathway. See instructions below to access the system. 

For more information about the standard Drexel competencies, including definitions and suggested comments for each rating, please see the Competencies page.

Accessing the Performance Management System

  1. Log in to DrexelOne
  2. Select the Employees tab
  3. Select Career Pathway under the Development & Certifications header 
  4. Select the Performance tab in the top navigation bar

Please make sure that pop-ups are enabled in your browser.  If you select "Performance Management" and only see a blank screen, use the following instructions to enable the pop-ups:

  1. Click on the bar that appears under the URL field on your browser and select "Always Allow Pop-ups from this Site"
  2. Select the ‘Performance Management’ link again

Pop-ups may also be blocked if you have the Google toolbar installed.  If you see an icon that is similar to the icon circled below, select the icon and follow the prompts to disable the pop-up blocker for DrexelOne.

Google Toolbar Pop-up Blocker

Performance Management Training

If you're new to performance management, you can attend a training on the Performance Management Process, attend a hands-on training for the online performance management system, or complete online training through Career Pathway, which can be accessed through DrexelOne.  Visit the Performance Management Training page for more information.

Evaluating Performance and Performance Evaluation Tips

For tips on how to best evaluate performance, visit our Evaluating Performance page.  For tips on completing performance evaluations, including writing SMART goals, performance vs. development goals, and documenting and discussing performance, visit the Performance Evaluation Tips page.