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ePerformance

​​Performance Appraisal Process for Staff

The annual performance appraisal process is designed for all full-time and part-time staff to:

  • Foster engagement by connecting individual contributions to overall university results.
  • Influence future performance through clarity around performance expectations, goals, and behaviors.
  • Develop employees through reflection on strengths and opportunities for growth.
  • Encourage open and ongoing dialogue between employees and managers.
  • Recognize and document successful performance.

The DePaul University Staff Performance Appraisal Form is available online via myHR by clicking Main Menu > Self Service > Performance Management > My Performance Documents.

View the step-by-step process guides based on your role: Emp​loyeeMa​nager2nd-level Manager.

Performance Appraisal Timeline​

Performance Appraisal Period: Fiscal Year/July 1 - June 30
Reviews due to Human Resources: By September 1

4 Weeks Prior to Appraisal Discussion
  • The manager schedules the performance appraisal discussion and asks the employee to complete their section of the performance appraisal form.
2-3 Weeks Prior to Appraisal Discussion
  • The employee completes their self-appraisal in myHR.
  • The manager receives an email notifying them when the employee has completed the form. They review the employee self-appraisal and complete the manager section of the form including an overall performance rating for the year.
  • The manager discusses the completed appraisal with the second-level manager before returning it to the employee. Electronic approval by the second level reviewer is required for an overall rating of below expectations or unsatisfactory.
  • The employee receives an email when the complete appraisal is available for their review prior to the discussion.
The Appraisal Discussion
  • The manager and employee meet to discuss the employee’s performance and specific examples of both strengths and areas for improvement.
  • Both the employee and manager offer specific examples and rationale for any areas of rating disagreement.
Immediate After Appraisal Discussion
  • The employee electronically acknowledges that they have discussed their performance appraisal with their manager and all ratings were explained.
  • The employee electronically submits the review to HR.

Goal Setting

The goal setting process for all full-time and part-time staff include:

  • Goals for the upcoming performance cycle are discussed by the manager and employee after completing the annual performance review.
  • Performance goals should align with the team, department and university goals.
  • The employee enters up to five goals for the next year in the online appraisal form.
  • The manager reviews and approves goals.