Performance Management Process
³Ô¹Ï±¬ÁÏ's performance management process is designed to reward employees for their work contributions in a fair and equitable manner. The Performance Management Process is an annual cycle that encompasses three phases:
Performance Planning and Evaluation
If you have any questions or need any assistance with the evaluation process, please contact HR Employee Relations.
Performance Review Periods
Jan 1 - Dec 31: The Performance Year for Classified Employees runs January through December to follow the Commonwealth of Virginia performance schedule. (Updated September 2025)
May 1 - Apr 30: The Performance Year for AP Faculty is typically May through the following April annually.
- Planning - Guidelines state that performance planning or objective setting should occur at the beginning of the performance cycle (May - April). Set goals by May 1.
- Monitoring - Managers/Supervisors should observe and document regular ongoing feedback of employee performance throughout the performance year (May 1 - April 30).
As part of this year’s evaluation cycle, you have two options for completing AP Faculty evaluations:
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Pilot Process:
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For Evaluators: If you are using the evaluation process, please access the Evaluation Form by .
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For Self-Evaluations:If you are completing a self-evaluation through the pilot process, please
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If you prefer to use the previous evaluation process:
Any completed documentation must be submitted to Human Resources for filing in the employee’s official personnel folder.
Please note:
All completed performance evaluations, whether using the pilot or former process, are due by June 2. If you don't use the pilot process, AP Faculty Evals must be submitted via e-mail to apfacultyevals@odu.edu.
Thank you for your continued commitment to supporting and advancing our evaluation process.
|
Milestone |
Description |
Deadline |
|
Self-Evaluation Submission |
All A/P faculty must complete and submit their self-evaluation via Microsoft Forms. |
May 20, 2025 |
|
Evaluator Review Deadline |
Supervisors must complete and submit their evaluations of employees. |
June 2, 2025 |
|
Performance Meetings |
Meetings to review and discuss evaluations with employees must be completed. |
May 30, 2025 |
|
Final Submission |
All evaluations must be finalized and submitted . |
June 2, 2025 |
Ensuring position descriptions are current helps us accurately reflect roles, responsibilities, and expectations, which is especially important as we prepare for SACS accreditation.
Action Items:
- Review and update position descriptions for all A/P faculty members
- Submit updates electronically to hrcompclass@odu.edu or via PAPERS as an "Update" action
- If no changes are needed, simply update the review date and submit electronically
- If title or responsibilities have changed, submit a Redefinition
- When submitting via email, use this subject line: "SACS 2025 PD Update – [Position Number]" (e.g., "SACS 2025 PD Update – FA067A")
- Submit updates for medical campus positions
If you need help finding the latest version of a position description, email hrcompclass@odu.edu
Updated Information to Come
Updated Information to Come
Employees will be provided one of five performance ratings on both Interim and Annual Performance Evaluations for each performance objective and competency resulting in an overall rating of:
- Unsuccessful - the employee did not meet the expectations of the performance objective and competency.
- Partially Successful - the employee occasionally met the expectations of the performance objective and competency but was not consistent and at times did not meet the expectations.
- Successful - the employee consistently met the expectations of the performance objective and competency.
- Highly Successful - the employee exceeded the expectations of the performance objective and competency some of the time.
- Extraordinary - the employee consistently exceeded the expectations of the performance objective and competency
See also:
Employee Self-Evaluation
A self-evaluation is not mandatory, but is highly recommended. Supervisors should encourage employees to submit a substantive self-evaluation that may include:
- Significant accomplishments or contributions this performance cycle;
- Successful performance of any new tasks or additional duties outside the scope of their regular responsibilities;
- Factors that have attributed to their professional development this performance cycle;
- Challenges faced during the performance cycle;
- Goals for the upcoming performance cycle.
