2024 Performance Development
The annual performance development process for professional staff is being paused for 2024; the process for reviews for faculty with administrative responsibilities will continue as scheduled. Drexel HR will provide details on changes to the process that will allow professional staff to better align their goals to University strategic initiatives and allow managers and their direct reports to focus more intentionally on frequent feedback and development conversations that encourage learning and growth across the University. Please contact your HR Business Partner with questions.
Note: Beginning in 2024, faculty members with administrative responsibilities (referred to simply as "faculty members" as shorthand for this web section) – deans, assistant/associate deans, department heads, assistant/associate department heads, and program directors – will complete a separate review focused on their administrative roles. The reviews will be assigned automatically to those who should complete them. Emails will provide guidance and resources at each step in the process.
The Performance Development Process focuses on several key assumptions:
- Creating an environment in which faculty or professional staff members and their deans, department heads, or managers hold regular, productive conversations about faculty or professional staff members’ growth and development
- Frequently and formally recognizing faculty or 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.
The 2024 annual performance development process for faculty members will take place between September and November 2024. Adjustments to the steps and instructions were recommended by a volunteer project team that convened over the past two years. Faculty members with administrative responsibilities and their deans, department heads or managers will be asked to respond to several prompts. Here is some guidance for responding to those prompts.
Faculty will:
- Provide descriptions of strengths and achievements during the 2023-2024 performance cycle. These should include achievement or progress on any goals set with their manager earlier in the year.
- Identify one area for professional development during the 2024-2025 performance cycle. A non-exhaustive list of learning and growth opportunities is available for reference.
- Suggest how their dean, department head or manager could support their development. The Performance Development website has a list of ways to support learning and growth.
Deans, department heads or managers will:
- Provide their own thoughts about strengths and accomplishments, including progress on previously set goals.
- Comment on the area for professional development the faculty member noted and share feedback and areas for improvement.
- Respond to the faculty member's suggestions for how the dean, department head or manager can support their learning and growth, and include their own comments.
- Assign an overall rating describing the faculty member’s performance over the past year (September 2023 though August 2024) using the overall rating guidance on the performance website.
Timeline
Goal Setting
Accessing Performance Development
Recognizing Accomplishments and Discussing Strengths
Learning and Growth Opportunities
Manager Support of Learning and Growth
Feedback
Overall Rating Guidance
Development Conversations
Best Practices for One-to-One Meetings
FAQs