Employee performance reviews serve several important purposes:
- accurately and consistently measuring employee performance and progress;
- providing an employee with constructive feedback;
- identifying goals and objectives for an employee;
- creating guidelines for improvement in areas that need further development; and
- serving as a basis for performance-related personnel actions.
The goal of the performance review process is to encourage optimal work performance of employees, align individual goals with Institute goals and objectives, enhance employee/supervisor communication, and ultimately improve the effectiveness of the Pratt organization. It is important that employees participate fully, ask questions and make candid comments during the meeting and within the written performance review. Employees should not fear any form of retaliation from a supervisor for participating in the review process.
- WingSpan_Users_Guide.doc (3.51 MB)
Contact HR with any questions regarding Performance Reviews
The performance review system is designed to facilitate a mutual and frank discussion of the employee's performance and the work relationship. The employee and supervisor should complete their respective sections of the review and exchange them before meeting. If the meeting results in additional relevant information or clarification, there is an opportunity to modify the review following their discussion. In addition to the self-assessment, the employee will have an opportunity to respond in writing to the supervisor's review.
Performance Review Period and Frequency
Performance Reviews are performed annually and should receive final approval and be submitted to Human Resources by June 30th of each year. The relevant Performance Review period is June 1 through May 31 of the respective year. The supervisor and employee should begin preparing their respective parts of the written performance review upon completion of the review period to ensure that it is completed by June 30.
This performance review process is currently in place for administrator (i.e. non-bargaining unit) employees.
To access WingSpan, Pratt's online performance management tool, click here.