Need Help?

Skip to Content

CCA Portal

Performance Management & Goal Setting

Last updated on Jul 18, 2024

The Annual Performance Review: A Management Tool

The annual performance review is a time for you to get together with your manager to discuss your performance during the July 1 – June 30 fiscal year, and align on goals and expectations for the upcoming year. Ultimately, the intent is to ensure employees receive feedback and information to help maximize their job performance and support career aspirations.

Staff performance is based on both what we accomplish and the manner in which we work. This is why both work accomplishments and areas of strength are considered in the review process, as well as identifying key areas for growth and development. Although annual reviews are a formal process, they are an example and accumulation of the informal conversations that should be occurring on a regular basis.

Details on each step and path depicted here can be found in the individual Performance Management guides:

To learn more about the performance evaluation form for this year, and how to set clear goals for the next performance year, please view the Performance Evaluation Webinars found here.

Screenshot_2024-06-09_at_5.56.21_PM.original

Goal Setting

Goal setting is a key component to managing performance. As we continue to strive for excellence and growth within our organization, we want to emphasize the importance of setting clear, achievable goals. Establishing goals not only helps us measure our progress but also encourages continuous personal and professional development. We encourage you to update your goals regularly throughout the performance year.

President David C. Howse has identified eight institutional priorities that are intended to guide the work of the college while we complete the strategic planning process and develop a new strategic plan for the college. These institutional priorities are reflective of the vision, mission and values of the college. We encourage you to review these priorities with your department leadership to understand how the work of your department supports these priorities.

Please reference the Goal Setting Webinar, Goal Setting Guide, and Creating and Managing Goals in Workday for more details and to review the institutional priorities.


Performance Evaluation Process in Workday and Timeline

To help you complete your review on time, feel free to use the timeline below that outlines the performance review tasks and when you should complete them. Feel free to also reference the Annual Performance Evaluation Process Flowchart. Hopefully, this will help you stay on track!

Weeks

Dates

Task

Weeks 1 - 2

July 10 - July 26

  • HR launches the performance review process. This results in the Self Evaluation task showing up in your Workday inbox. Managers submit feedback requests.

Week 2

July 19 - July 26

  • Peers complete feedback requests.

Weeks 3 - 5

July 29 - August 16

  • Managers complete their reviews adding their input to your evaluation and incorporating feedback collected from members of the CCA community. Your evaluation then routes to your department's leadership and Human Resources for review and approval.

Weeks 6 - 7

August 19 - August 30

  • Your manager will schedule time with you for a discussion, after which you will have the opportunity to review and sign off on the finalized evaluation.

Week 8 - 9

September 2 - September 13

  • Draft goals based on institutional priorities that align with your department. Staff and managers meet to discuss and finalize individual and team goals.