Dear Colleagues,
Annual performance reviews are required for all merit-eligible staff employees and serve as a valuable tool for assessing progress, aligning goals, and supporting ongoing development. In 2024, we achieved an impressive 98% completion rate for annual staff performance evaluations across the university — a testament to our collective commitment to staff success and professional growth.
The Annual Performance Review process for the period spanning March 1, 2024–Feb. 28, 2025, begins on Tuesday, Feb. 18. At that time, staff, AAPs and managers will be able to access and complete the review process in GMS. Ahead of the process opening in GMS, performance management training for both staff and managers begins Feb. 10, 2025.
Please see below for a timeline to submit and finalize evaluations for the purposes of timely processing of merit-based increases as we move into fiscal year 2026 (July 1, 2025–June 30, 2026):
| Date | Phase |
| Monday, Feb. 10–Thursday, March 6 | Performance Management Training Offered (in-person and virtually) |
| Tuesday, Feb. 18 | Staff/AAP Reviews Launched in GMS |
| Friday, March 7 | Employee Self-Evaluation Due |
| Friday, March 28 | Manager Evaluation Due |
| Thursday, April 10 | Manager’s Manager Approval Due |
| Friday, May 30 | Performance Review Meetings Completed |
Note: Observance of these deadlines is important for eligible employees to receive timely merit increases.
As introduced in last year’s annual evaluation form, you and your supervisor will select from the following ratings on six workplace competencies and an overall rating:
- Far Exceeds Expectations
- Exceeds Expectations
- Meets Expectations
- Needs Improvement
- Unsatisfactory
Ratings of “Far Exceeds Expectations” and “Unsatisfactory” will require written justification in order to successfully submit a review.
Additional guidance is available on the Department of Human Resources Annual Performance Review website along with resources on how to have a productive Performance Management review meeting that encompasses a discussion of the review of the previous year and a focus on ongoing development into the future. For those of you who want to get started before the evaluation launches in GMS on Feb. 18, please consider using the Annual Self-Evaluation Worksheet.
Performance and Merit
Annual performance reviews must be completed for all merit-eligible staff employees. The performance review serves as the basis for the assignment of merit increases to staff members who have met or exceeded performance expectations and goals. Please note that FY26 merit increases will not be processed without a completed performance review. You can read more about merit increases and eligibility requirements via HR Policy 707: Merit Increases.
The Department of Human Resources will work with departments at the conclusion of the review period to ensure that merit increases for the upcoming fiscal year are transparently and effectively communicated to staff.
Training and Support
The Department of Human Resources offers training opportunities and resources geared toward both managers and employees to support the performance review process. These training opportunities are offered in person and also via Zoom and include:
- Driving My Performance Success: This 60-minute webinar introduces employees at all levels to the overall performance management lifecycle (probationary period, ongoing communication, mid-year review and annual review) and how to best manage and track your performance progress and build a performance relationship with your supervisor (offered live on Zoom).
- Annual Self-Evaluation Workshop: This 60-minute interactive workshop is designed to support employees in preparing for and completing the Annual Performance Management Self-Evaluation (offered on campus and live on Zoom).
- Manager Evaluation Workshop: This 60-minute interactive workshop is designed to support managers in preparing for and completing the Annual Manager Evaluation for direct reports/supervisees (offered on campus and live on Zoom).
- Virtual Office Hours: Reviews in GMS provide employees and managers individual support with any technical difficulties they are having completing or submitting reviews in GMS.
Employees and managers can register for training and access resources for performance management on the Department of Human Resources website.
Contact Us
If you have any questions about the performance management process, please contact the HR Business Partner for your area.
Thank you again for your dedication and partnership as we continue to foster a culture of professional development and performance excellence at Georgetown University.
Sincerely,
Tony Kinslow, MA., JD.
Vice President and Chief Human Resources Officer