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 unleashes employee potential while simultaneously aligning employee efforts with departmental deliverables.
Performance Appraisal Process
Here are the general steps for Chapman's Performance Appraisal Process. For more details about each step, including deadlines and available resources, please click on the drop-down menus below and the resource links in the right column. The review period for this cycle is from January 1, 2024, to December 31, 2024. The performance appraisals Process will start on Monday, January 20, 2025, and end on Friday, March 21, 2025.
![]() Self-Appraisal
(Optional, but highly recommended)
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![]() Supervisor's Role
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![]() Submission and Compilation
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