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Change in Performance/Merit Cycle

An immediate change in the performance evaluations of Drexel's faculty and professional staff was announced earlier this week.

A message from Louis Bellardine, vice president of Drexel Human Resources, lays out the timeline for the new process:

Dear Colleagues:

As communicated in the letter from Executive Vice President, Treasurer and CFO Helen Bowman on April 28, after thorough consideration with faculty and administration, we have decided to move the merit, compliance and performance evaluation processes from a fiscal year to an academic/calendar year cycle, effective for this current year, with the following tentative timelines:

Performance Evaluations for Faculty and Professional Staff

  • July 1, 2014 – August 31, 2015 (14-month review for this year only)
  • Performance Assessment/Evaluation Process: September 1, 2015 – October 31, 2015
  • Finalized evaluations due: November 16, 2015
  • Merit

  • To be eligible for merit, new hires or promotions must take place by June 30, 2015
  • Merit decisions made and entered into Web*Merit: November 30, 2015
  • Increases effective: January 1, 2016
  • Annual Compliance Process

  • Available in DrexelOne and Career Pathway September 1, 2015
  • The following programs must be completed by November 16th, 2015 to be eligible for a merit increase:
  • Performance Evaluation
  • Conflict of Interest Statement
  • Title IX Training
  • Privacy Training
  • To make the fall performance process easier, I recommend that managers conduct informal mid-year reviews with your reports to provide performance feedback now without having to wait until the formal evaluation in the fall. This will give your reports a sense of where they should focus over the coming months and will give you a chance to revise goals if necessary.

    This year's Office of Equality and Diversity online compliance training is focused on the requirements of Title IX , particularly with regard to the laws, policies and resources to help Drexel community members follow the appropriate steps for reporting sexual harassment and misconduct. Privacy training will also be introduced, and both programs will be available in Career Pathway on September 1, 2015.

    I appreciate your flexibility and support of these changes. Additional information specific to the performance, merit and compliance processes, including access information and due dates, will be distributed at the end of the summer. If you have any questions, please send to


    Louis Bellardine
    Vice President, Human Resources