Our Goal: A Feedback Culture
If approached mindfully, performance appraisals can be a powerful tool for career
development and self-improvement. Feedback offers an opportunity to take stock of
our professional accomplishments, challenges, ideas, and goals. The more intentional
we are about choosing where we want to—and where we need to—focus our attention, the
more likely we will move our goals forward.
As such, we recommend that you view this as an opportunity for candid reflection about
past performance and future directions, and use it to create open, ongoing dialogue
about your work product and developmental potential. We can best support each other,
and ourselves, through frequent (self) evaluations and constructive feedback sessions.
Retrospective appraisals should be a thing of the past. Our goal is ongoing dialogue—feedback—that
maximizes employee potential while simultaneously aligning employee efforts with departmental
deliverables.
Performance Appraisal Process
The 2025 assessment is required and will cover performance from January 1, 2025 through December 31, 2025. Employees who were still within their six-month probationary period at the end of the review period (December 31, 2025) will not be required to participate in the performance appraisal process.
Key Dates:
- February 2: Process begins
- February 27: Self-appraisals are due to managers.
- February 28-April 9: Manager-employee performance appraisal conversations.
- April 10: Final appraisals due to Human Resources. Each department should send one email to appraisals@chapman.edu with all of its forms attached in PDF format.