» Performance Appraisal

Message From VP and CHRO Brian K. Powell

Historically, the term performance appraisal is equated with a formal, documented review and evaluation of past performance.  It’s an outmoded, legacy construct, and here at Chapman HR, we aspire for a different engagement:  one built around ongoing conversations about the present and future. Research has unequivocally shown that setting clear goals - along with identifying the steps, the skills, and the support needed to achieve them - not only increases our individual satisfaction and improves our performance but also increases our likelihood of success. Because of this, we aim to redefine what feedback and performance appraisal mean and how they are practiced at Chapman.

While salary increases due to merit have been, and continue to be, tied to the evaluation of an employee’s performance, we continue our efforts to create a community of wider and richer engagement between employees and supervisors and to provide guidance and tools that will support this goal. Change takes time but begins now with small steps that enhance our ability to succeed in our change efforts. As such, we hope that you use this opportunity and the tools we are providing to reflect back, plan ahead, and prepare for meaningful conversations between supervisors and employees. We look forward to supporting you in your journey forward towards a more holistic (re)view of performance, feedback, and dialogue.

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 we have listed the general steps for Chapman's Performance Appraisal Process. A visual diagram with the same information is also presented. For more information about each step, including deadlines, and available resources, please click on the corresponding drop-down menus below and the Resources links on the right column. The time period under consideration for this cycle is January 1, 2021 to December 31, 2021.

  1. Employee completes self-appraisal (optional but highly recommended) by January 31, 2022.
  2. Employee shares self-appraisal with supervisor (optional but highly recommended)
  3. After receiving employee's completed self-appraisal, if applicable, supervisor completes chosen Performance Appraisal Form for employee. Note that there are two forms to choose from: the traditional form and the streamlined form. Only one needs to be completed and submitted. Supervisor may choose whichever they prefer. If a supervisor or department would like to use an alternative form or method, please contact Michael Nee for further guidance.
  4. Supervisor and employee meet to review document, discuss feedback and goals for upcoming year, and sign the Performance Appraisal Form before or by Friday, March 18, 2022.
  5. Supervisor submits employee's Performance Appraisal Form to their department head (Dean or VP, or appointed designee).
  6. Department head will email the compilation of their department's forms to appraisals@chapman.edu by 5:00pm on Friday, March 18, 2022.


Visual diagram of performance appraisal process

Step-by-Step Information

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Email Questions To:

Michael Nee

Joyce Chen

Employee Relations

Don't forget! You can request a Q&A session for your department's supervisors. Just email us!