2022 Performance Development
The Performance Development Process focuses on several key assumptions:
- Creating an environment in which professional staff members and their managers hold regular, productive conversations about professional staff members’ growth and development benefits the staff members, their managers, and Drexel overall
- Frequently and formally recognizing professional staff members’ accomplishments contributes to engagement and a development mindset
- Learning to hold development conversations with staff members contributes to managers’ leadership capability
This approach will also pave the way for a developmental process that is encouraging, purposeful, and rewarding.
For the 2022 Performance Development Process (Sept. 8-Nov. 18, 2022), based on recommendations provided by a volunteer project team that convened earlier this year, professional staff members will provide descriptions of achievements during the 2021-2022 performance cycle, as well as identify one area for professional development during the 2022-2023 performance cycle, and managers will provide their own thoughts, collaborate on planning, and assign an overall rating.
Professional staff members and their managers will use Career Pathway as the vehicle to guide this conversation. The focus should be on authentic development conversations that celebrate success and collaboratively plan for a future of learning, growth, and support.
Accessing Performance Development
Recognizing Accomplishments and Discussing Strengths
Learning and Growth Opportunities
Manager Support of Learning and Growth
Overall Rating Guidance