Performance Management
Performance Management is an ongoing process involving feedback, coaching, and recognition to create a culture where everyone is empowered to succeed. Beginning FY25, there will be a new annual review cycle that encompasses:
- Goal setting & development planning (September-November)
- Ongoing feedback with optional midyear review (January-February)
- Employee self-review (Due April 15)
- Annual year-end performance review (Due June 1)
Gies Business will also use the new campus platform, Cornerstone, for college-wide performance reviews. As always, Gies HR Partners will provide support as the College transitions to the new performance management system. Please contact us with any questions.
Goal Setting & Development Planning (September-November)
Our approach to performance management is designed to ensure an open dialogue between manager and employee with focused attention and feedback on mutually agreed upon goals, setting clear expectations for the upcoming year.
As a Gies employee, you will enter your goals for the upcoming year into Cornerstone. To assist you in this process, Illinois Human Resources has created the following resources for setting goals in the Cornerstone platform:
Your goals should align with the Gies Business Purpose, Commitments, and Beliefs and should be entered into Cornerstone by the November deadline. Once your goals are entered, be sure to discuss them with your supervisor in your next one-on-one meeting. You’ll be able to modify and update your goals to reflect feedback from your supervisor beyond the November target date.
Ongoing Feedback with Optional Midyear Review (January-February)
While an official performance evaluation is submitted annually, performance management is an ongoing process. You and your supervisor should regularly check in on goals, competencies, and performance throughout the year.
An optional midyear review can be conducted in January or February. You or your supervisor may request one to have the opportunity to discuss challenges, recognize accomplishments, provide additional feedback, or adjust goals.
When you have these discussions, note progress and updates in Cornerstone.
Employee Self-Reviews (Due April 15)
To initiate the year-end review, employees will complete a self-review, rating their performance and adding notes in Cornerstone. Employee self-reviews must be submitted in Cornerstone by April 15.
Employee Resources
Annual Year-End Performance Reviews (Due June 1)
Following the self-review, supervisors will respond to the employee's submission, complete a written review, and meet with the employee for a performance review discussion. Completed annual reviews must be signed and submitted in Cornerstone by June 1.
Supervisor Resources