Introductory Reviews

Faculty with administrative duties and professional staff hired before May 1, 2025, will participate in the annual performance development process. For those hired on or after May 1, 2025, the required introductory review will stand as the performance review.

It is Drexel's policy for an introductory review to be completed for all new professional staff members. There are several reasons for introductory reviews:

Ensure that the new professional staff member is set up to achieve clearly articulated goals during their first 90 days at Drexel
Create an environment that promotes a supportive relationship between the manager and professional staff member by encouraging clear communication, candid and specific feedback, and progress checks
Show that the new professional staff member is suitable for the role in terms of skills, knowledge, behavior, and performance

An introductory review is automatically launched approximately two weeks into a new professional staff member’s employment. Both the manager and new professional staff member receive an email alerting them to the expectation for the review to be completed on or about day 90. The email also includes guidance on setting goals for the introductory period.

The introductory review includes the assignment of an overall rating. Below is the rating language and descriptions of each rating:

Rating	Description
Did Not Achieve Expected Results	Goals: Results did not meet expectations regarding this goal. Competencies: Did not demonstrate this competency at the expected level. Overall Rating: Did not achieve goals and/or demonstrate competencies at the expected level. Problems or errors are made frequently and are of a consequential nature. Did not demonstrate a full understanding of or take ownership of their job responsibilities. Perceived by co-workers and customers as non-collaborative and/or unreliable. Does not interact effectively with co-workers and key stakeholders. This rating may result in termination of employment. If you select this rating you must consult with your HR Partner to discuss appropriate action.
Partially Achieved Expected Results	Goals: Results met some, but not all, expectations regarding this goal. Competencies: Inconsistently demonstrated this competency at the expected level or required close supervision or direction from others. Overall Rating: Achieved some but not all stated goals and/or inconsistently demonstrated competencies at the expected level. Problems or errors made more frequently and/or are of a more consequential nature. Inconsistently demonstrates full understanding of or takes ownership of job responsibilities. At times, perceived by co-workers and customers as less collaborative and/or unreliable. Does not consistently interact effectively with co-workers and key stakeholders. This rating could result in extension of the Introductory Period or termination of employment. If you select this rating you must consult with your HR Partner to discuss appropriate action.
Fully Achieved Expected Results	Goals: Results met all or most performance expectations regarding this goal. Competencies: Consistently demonstrated this competency at the expected level with minimal assistance or direction from others. Overall Rating: Achieved stated goals and demonstrated all competencies at the expected level. Problems or errors are made infrequently or are of an inconsequential nature. Demonstrates a full understand and takes ownership of job responsibilities. Perceived by co-workers and customers as collaborative and reliable. Consistently interacts effectively with co-workers and key stakeholders.

Introductory Reviews

Introductory Period – Lending a Hand to Your Professional Staff Member

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