Performance Management at Drexel
The most important measurement of employee performance at Drexel University is the annual performance review. Performance reviews give managers an opportunity to assess a professional staff member's current performance - recognizing their strengths and celebrating their achievements, identifying areas of improvement, and planning goals for the next fiscal year. Performance reviews also help to determine individual percentages of the merit pool for that fiscal year.
Performance Management Process
How to Access the System
Performance Management System Training
Introductory Period Evaluations
Tips for Completing Performance Evaluations
Performance Management Process
Performance Management at Drexel is a three-phase process which includes: planning, tracking, and evaluation. While performance reviews are completed and submitted on an annual basis, the process begins with a discussion on goal planning. Below is a description of each phase.
|Planning Phase (July - October)
Discuss and create goals in Career Pathway (either a professional staff member or their immediate supervisor can enter goals into the system).
During the planning phase, supervisors and staff should also review competencies (including shared values) to ensure expectations are clear.
|Tracking Phase (Ongoing)
Track progress against goals and competencies by taking notes or documenting any achievements, accomplishments, or observed behaviors (examples of specific behaviors related to competencies).
During the tracking phase, goals can be edited or cancelled, or new goals can be added in Career Pathway as needed (i.e., priorities change, staffing changes, etc.).
|Evaluation Phase (April - June)
Annual performance reviews are automatically released in Career Pathway (an email notification will go out to professional staff and their supervisors).
During the evaluation phase, any goals created and entered on the Goals page in Career Pathway are “pulled” into the online performance review form.
Note: Any goals that are created and saved as a “DRAFT” will not be pulled into a performance review.
This phase includes:
Self-review completed by professional staff member and submitted
Performance review(s) completed by supervisor and submitted
Supervisor meets with staff member to deliver final ratings
Final comments are added; staff member and supervisor sign and submit review
Professional staff members and their supervisors should work together to create and enter goals within Career Pathway. Competencies, including definitions, can be viewed on Career Pathway, under the Drexel Competencies page.
(Please note: Supervisors are no longer required to release performance reviews. Specific deadlines for completion and submission of all performance reviews will be communicated at a later date.)
Please see instructions below for accessing the Career Pathway system.
Accessing the Performance Management System
- Log in to DrexelOne
- Select the Employees tab
- Select Career Pathway under the Development & Certifications header
- Select the Performance tab in the top navigation bar
Please make sure that pop-ups are enabled in your browser. If you select "Performance Management" and only see a blank screen, use the following instructions to enable the pop-ups:
- Click on the bar that appears under the URL field on your browser and select "Always Allow Pop-ups from this Site"
- Select the ‘Performance Management’ link again
Pop-ups may also be blocked if you have the Google toolbar installed. If you see an icon that is similar to the icon circled below, select the icon and follow the prompts to disable the pop-up blocker for DrexelOne.
Performance Management Training
If you're new to performance management, you can attend a training on the Performance Management Process, attend a hands-on training for the online performance management system, or complete online training through Career Pathway, which can be accessed through DrexelOne. Visit the Performance Management Training page for more information.
Evaluating Performance and Performance Evaluation Tips
For tips on how to best evaluate performance, visit our Evaluating Performance page. For tips on completing performance evaluations, including writing SMART goals, performance vs. development goals, and documenting and discussing performance, visit the Performance Evaluation Tips page.