The Performance Management Process (PMP) is a critical part of developing staff and supervisors at the College. Regular developmental feedback supports growth and development, and aids staff in having a clear understanding of expectations and strengths. Engaging in the Annual Review Process, in addition to consistent one-on-one check-ins and the Mid-Year Check-In assists in establishing a mutual understanding of the responsibilities and performance expectations associated with a position. It provides a mechanism for clarifying how staff can best contribute to Amherst College’s strategic goals and mission. This process is also an opportunity to recognize accomplishments, highlight areas requiring improvement, and establish goals and development plans for the coming year.

Supervisors will be required to complete an annual review for each of their direct staff members.

What is new for 2023?

This year, you will see a shift in how to look back at the prior year and provide a reflection on work performed. In order to more accurately consider the purpose of the Annual Reflection and encourage a growth mindset, we have removed the “annual rating,” which was not focused on the work of the prior year, and have replaced it with a Benchmark Scale, that will more accurately provide feedback on work performed in the prior year.  

The Benchmark Scale is as follows:

Unsatisfactory Year

Improvement Expected

Successful Year

Exceptional Year

Did not meet performance goals and/or expectations for the year.

Did not fulfill responsibilities, or responsibilities were performed at an

unsatisfactory level.

Needs additional support to develop skills and/or knowledge to meet established standards and goals.

Inconsistent performance during the year.

Critical objectives were only partially met. 

May need additional support to succeed in the role in the future.

Solid, consistent performance results during the year.

 Achieved expectations on most critical objectives needed for success. 

Shows positive change,

progress in ability, and


Contributed to the larger mission of the College through their work.

Achieved all goals and met or exceeded all expectations during the year. 

The year resulted in notable high impact results, and excellent contributions to the larger mission of the College.

In 2022, we piloted eight Staff Core Competencies. Throughout the year, we convenged focus groups and gathered feedback to better understand how these competencies might be honed to best meet the needs of staff and the College. This year, you will see seven updated Staff Core Competencies: Accountability, Collaboration, Communication, Continuous Learning, Inclusiveness, Position Specific and Technical Knowledge and Supervisory Skills (where applicable). To familiarize yourself with these competencies, please visit the Staff Core Competencies webpage.

We also are introducing new Benchmarks with which to reflect on how the competencies were demonstrated in the prior year. Remember, competencies are how work was done, not what work was completed. The new competency Benchmarks are as follows: 

Does Not Demonstrate




No understanding of the competency, does not apply the competency in the workplace. 

Basic understanding of the competency, sometimes demonstrates the ability to apply it in the workplace. 

Demonstrates an understanding of and consistent ability to apply the competency in most situations in the workplace.

Thorough understanding of the competency, demonstrates the ability to apply the competency creatively in the most complex and challenging situations 

We also are introducing new Benchmarks with which to reflect on how the competencies were demonstrated in the prior year. Remember, competencies are how work was done, not what work was completed. Please keep in mind the following:

  • For 2023, the Annual Review will not be directly linked to compensation. However, participation is still required since the goal-setting included in this year’s Annual Review will drive the process going forward and will provide the foundation for the 2024 Annual Review.
  • We will be utilizing Workday to complete the on-line performance management process, which provides an opportunity to review progress, modify and implement goals and celebrate accomplishments.

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Performance Management Process Overview

Performance Management Process

PMP Timeline

Performance Evaluation Period - April 1, 2022 to March 31, 2023
Self-Reflection Period (staff) - April 10, 2023 to May 05, 2023
Online Reflection Process (supervisors) - May 8, 2023 to July 10, 2023

Mid-Year Check In

Self-Reflection Period

Staff members can complete their self reflection in Workday between Monday, November 14th, 2022 and Friday, January 27th, 2023.

Discussion and Supervisor Reflection Period

Supervisors, Chairs, and Department Heads can write their evaluations, meet with their staff to discuss them, and submit the evaluations in Workday between Monday, November 14th, 2022 and Friday, January 27th, 2023.

Annual Review

Self-Evaluation Period

Self-Reflection Period-April 10, 2023 to May 05, 2023

Discussion and Supervisor Reflection Period

The 2023 dates for Supervisors, Chairs, and Department Heads to write their evaluations, meet with their staff to discuss them, and submit the evaluations are May 8, 2023 to July 10, 2023

Important Dates and Reminders
  • The PMP is completed using Workday. To access evaluations from 2019 and before, please visit the previous online performance management system.
  • Supervisors must complete an evaluation with an overall rating for employees who have completed or are expected to complete their probationary periods before June 30th of the current performance evaluation period.
  • Employees who have completed six months of service, between January 1st and June 30th of the current evaluation period, and who have demonstrated acceptable performance will be eligible for a salary increase, if applicable.

PMP Annual Review

The Performance Management Process (PMP) Annual Review provides an opportunity for supervisors and staff to engage in intentional conversation about growth, goals, and development. 

The Annual Review will be completed through Workday.  We encourage supervisors/chairs and staff to complete the review together.  Employees will receive a Workday inbox task to complete their Annual Review Self Reflection which includes a short series of questions related to their goals.

The purpose of the Annual Review meeting is to:

  • review and acknowledge progress towards a goal
  • review and acknowledge completion of a goal
  • identify any goals that have not been fully achieved and develop a plan to complete them
  • foster an open exchange and dialogue between supervisors and employees
  • increase communication about the Performance Management Process Steps
  • recognize and celebrate accomplishments!

To help support the Annual Review process, learning workshops will be provided for Staff and Supervisors/Department Chairs to prepare for a productive and engaging dialogue, and set SMART goals. If your department wants to explore additional resources, there are some excellent tips and references to online training videos available from LinkedIn Learning including the LinkedIn Learning Monthly Challenge: Feedback examines what feedback is at a conceptual level, how to give feedback to others, how to receive feedback and how to create action from feedback.

Annual Review Support Workshops

The purpose of these workshops is to offer support for staff and supervisors engaging in several aspects of the Annual Review Process. There are sessions on engaging in Annual Review conversations, setting goals, supporting staff in setting goals, and general overview of the Annual Review process.

Engaging in and Facilitating Annual Review Conversations: These sessions address how to prepare for the conversation, how to bring forward and highlight accomplishments and discuss areas of opportunity, and discussing mutal goals for the year ahead from the perspective of either staff or supervisor.  These sessions are not intended to be overviews of the Workday process. 

Setting Annual Review Goals (for staff): These sessions are intended to support staff in creating SMART goals for their annual review. The session will cover types of goals to set, how to frame them, and how to follow up on them. 

Supporting Your Staff in Setting Goals (for supervisors): These sessions are intended for supervisors and will provide an overview of how to aid staff in creating goals which meet the needs of both the individual and the team. We will discuss types of goals, how to regularly check in on goals, and how to collaboratively develop goals as part of the Annual Review process. 

Previewing the Updated Annual Review in Workday: For support with Workday, please participate in a Previewing the Updated Annual Review workshop or visit the Workday Live Help & Training Sessions page or use the Annual Performance Review Workday Quick Reference Guide

Workshops for Staff and Supervisors

Previewing the Updated Annual Review in Workday

Thursday, April 13, 2023, 9:00 AM - 10:00 AM

Friday, April 21, 2023, 1:00 - 2:00 PM

Thursday, May 4, 2023, 11:00 AM - 12:00 PM

Monday, May 15, 2023, 11:00 AM - 12:00 PM


Learn more and register


Workshops for Staff

Engaging in Annual Review Conversations


Wednesday, May 3, 2023, 11:00 AM - 12:00 PM

Tuesday, May 23, 2023, 1:00 - 2:00 PM

Wednesday, June 7, 2023, 2:00 - 3:00 PM

Thursday, June 22, 2023, 11:00 AM - 12:00 PM


Learn more and register


Setting Annual Review Goals


Thursday, April 13, 2023, 1:00 PM - 2:00 PM

Wednesday, April 19, 2023, 10:00 AM - 11:00 AM

Tuesday, April 25, 2023, 2:00 - 3:00 PM



Learn more and register

Workshops for Supervisors

Facilitating Annual Review Conversations


Wednesday, May 10, 2023, 10:00 - 11:00 AM

Thursday, May 25, 2023, 1:00 - 2:00 PM

Tuesday, June 13, 2023, 2:00 - 3:00 PM

Wednesday, June 28, 2023, 10:00 - 11:00 AM


Learn more and register


Supporting Your Staff in Setting Goals


Tuesday, April 25, 2023, 10:00 AM - 11:00 AM

Wednesday, May 17, 2023, 11:00 AM - 12:00 PM

Thursday, June 29, 2023, 11:00 AM - 12:00 PM


Learn more and register

Workday technical trainings and information about live help sessions can be found on the Workday Live Help & Training Sessions page

Performance Management Process Resources


SMART goal setting provides structure to the specific tasks, projects or ideas we want to accomplish.  It creates a path to accomplish objectives with clear milestones and action items that can be tracked and measured.  SMART goal setting also creates transparency throughout the process of creating goals, making sure that both supervisor/chair and staff member are clear on expectations and ways in which success in accomplishing a goal will be assessed.

The SMART acronym stands for:



The more specific a goal, the more likely the success. This clarifies the what, how, how well, and how much of the goal



Framed so that individuals involved understand the purpose, context, and the “what’s in it for me” of the goal.



Properly scoped - not too big, not too small, reasonable but also a stretch.



Contributes meaningfully to individual, departmental and College results.



Takes the guesswork out of determining whether a goal was actually achieved or not. Defines the when of the goal as well as expectations related to progress updates and milestones.

SMART goal setting provides structure to the specific tasks, projects or ideas we want to accomplish.

Performance Evaluation Discussions

The performance evaluation discussions provide the opportunity for a two-way dialogue between supervisor and staff.

Remember, Workday is the tool, not the process. The dialogue between the staff member and supervisor is the most important part of this process. The dialogue should focus on the staff member’s strengths and contributions, areas for improvement, and development plans. The conversation occurs after the supervisor has submitted their evaluation and the staff member has had an opportunity to look at it. However, There are multiple points for possible conversation throughout the process, and supervisors and staff members should not feel limited to only one. 

For Staff Members

Confirm the date, time, and location of your Annual Review or Mid Year Check In conversation with your supervisor.

Log in to Workday and look over your Self Evaluation form from the year prior
Look at the questions on this years self evaluation form.

Consider your responses to each of the questions, for example, what you did well in the past year, progress towards your goals, areas of growth, etc…

Look over the competency areas and consider your current skill level in each and how you might continue to grow in them over the next year.

Complete the Self Evaluation/Reflection Form in Workday.

Once your supervisor completes their Manager Annual Review Form in Workday, look over their comments and use them to shape the conversation you will have with them.

After you and your supervisor meet and any adjustments have been made based off of the conversation you have together, acknowledge receipt of the completed annual review form in Workday. 

For Supervisors

Review the self evaluation/reflection from the staff member. Compare it to your own notes from meetings or other performance evaluation, and consider your reflection of the staff members performance from the past year including their accomplishments and potential areas for growth.

Reflect on the competency areas, considering successes and areas for growth, as well as on the goals they have proposed for the coming year, asking if they are aligned with your expectations and hopes for the staff member. 

After reviewing the employee evaluation/reflection form, complete the Manager Evaluation Form in Workday. Your comments should be a reflection of feedback you have given the staff member throughout the year, there should be no “surprises” when the staff member reads it.

After submitting the form and allowing the staff member time to review it, schedule a time with for a performance conversation, we recommend an hour. Ensure that there will be no distractions during the meeting.

In the meeting, reflect on the staff members self evaluation, adding where you saw them doing well, and where you see opportunities for future growth. Explain your hopes for their goals and growth along the competency areas for the next year. 

After the conversation, you are able to return to the form and edit it or add additional comments based on what was discussed. Once you have done so, the employee is able to confirm receipt and the process is complete.

Additional Resources