Association Performance Reviews

Performance Review Templates

• Voluntary Self-Appraisal - optional for reviewee to fill out, but should be provided to all reviewees.
• Performance Review (Leadership Version) - for supervisors and/or program leaders
• Performance Review - for all other staff
• Performance Improvement Plan

How to Carry Out and Submit a Performance Review

Performance reviews are crucial to the forward progress of the employee and the Association. A well-executed employee performance appraisal system ensures that everyone has the tools to succeed at work. Well-conducted reviews can also improve team productivity and workplace satisfaction. Read More: How to Write an Employee Evaluation (w/examples and tips)

What are employee performance appraisals?

A performance appraisal, or performance review, is when a supervisor analyzes and summarizes an employee's work against expectations over a certain time period. The manager often compares the work to a standard baseline before documenting and discussing the results with the employee. These reviews are a great way to help employees better understand their performance and to set performance- or career-based goals to work toward. These meetings function as an ongoing conversation between an employee and their manager, where the goal is for all parties to perform at or above the expectations set at the beginning of their employment. A few topics common in performance appraisals include career goals, performance rewards, improvement plans and suggestions for additional training. For managers, performance reviews are an opportunity to: For employees, performance reviews are an opportunity to:

There are several ways managers evaluate the performance of their employees. The type of review they choose to use plays a critical role in the outcome of the appraisals. When selecting the best approach, consider the specific needs of the department and the individual being reviewed. Some common performance reviews include:

1. Traditional Performance Appraisals

Traditionally, a manager and employee meet to review the employee's work performance every six months or annually. A preset rating system may guide the conversation. Often, a manager and employee work together to develop a plan on how to improve in certain categories. This plan becomes a benchmark for success during the next review. There are no set limits on the performance review cycle. Instead, managers may prefer setting specific deadlines for different employees. For example, with an employee who's worked at a company for decades and requires little direction, a meeting every six months or once a year may be sufficient. Meanwhile, newer employees may require monthly appraisals to help them stay on track.

2. Self-Appraisals

In a self-appraisal, employees assess their own performance before meeting with their manager. This process establishes a framework for discussion and allows employees to prepare for the meeting. It also helps managers get a sense of how team members view their own performance, job description and goals. With both the manager's appraisal and employee's appraisal, both parties can get a better idea of what may need to change to improve the employee's performance.

3. Employee-Initiated Reviews

With an employee-initiated review system, employees request a review from their manager when they deem it necessary. Allowing employees to initiate reviews, rather than having a set review period, empowers them to take responsibility for their professional development. This system may also help promote communication between supervisors and their teams. Employees who are less outgoing may find this self-starting system challenging. Working with them to support a successful start can provide the foundation they need to get motivated and excited about their work. Then, they may be more likely to initiate discussions and regular appraisals to monitor their progress. Related: How To Empower Yourself and Others

4. 360 Appraisal

A 360 appraisal seeks feedback from many sources, including a self-review from the employee and feedback from supervisors, coworkers in the same or adjacent departments and customers. This appraisal style ensures that an employee receives comprehensive feedback about their performance. To maintain positive workplace relationships and minimize potential conflict, companies may allow anonymous reviews.

5. Group Performance Appraisal

A group performance appraisal addresses the work of an entire team, rather than an individual employee. This method is ideal in workplaces where groups collaborate on work, so companies may prefer starting the appraisal process after a team has completed a project. Collective appraisals also allow the group to reflect on how they can better work together. For those departments that rely heavily on group productivity and carefully monitor collective data, group performance appraisals are an invaluable tool for team growth.

6. Upward Appraisal

An upward appraisal occurs when employees review their supervisors. These meetings allow managers to improve communication and relationships with their teams. Conducting upward appraisals can contribute to a collaborative, equal work environment. Topics for an upward appraisal include the manager's leadership skills and their ability to provide thoughtful feedback regularly. For managers looking to advance their careers, upward appraisals can help them gain valuable insight into their professional progress.

Where to submit files?

  All staff members must receive a performance review, and HR must receive performance review forms by March 31, 2025, OR within a year of the previous review. This year we will be accepting performance reviews 100% digitally. Please submit UNSIGNED reviews to HR using the Box link here (requires Cornell NetID sign-in): 

https://cornell.app.box.com/f/3d7a0c192d724b07b02d...

HR will send back the forms to you for signature via Adobe Sign. Please keep an eye on your email inbox and sign promptly when you receive them.

Please label your uploaded files

Please make sure to label files with date and name as in the examples below:

• YEAR.MO.DAY Firstname Lastname FileDescription
• 2025.01.31 Jane Doe Performance Review
• 2025.02.15 John Doe Self-Evaluation

Any questions?

Please email the HR Team (contact info below). Thanks!

Last updated July 14, 2025