Performance management should be a continuing process throughout the year, with a formal performance appraisal interview conducted annually. The intent is to communicate expectations, provide constructive feedback, document accomplishments, compare current performance against expectations and jointly formulate performance development plans.
Instructions for completing the 2013 Performance Appraisal Form
- Filing performance appraisals is now done electronically. A performance appraisal form will be emailed to you. Download this form and save it in your personal documents folder. (Use the Save As command under the File tab.)
Keep track of the numeric code in this email; you will need it after your performance appraisal meeting with your supervisor.
- Complete all the shaded sections labeled Employee (EM) as thoroughly as you can. DO NOT enter any information in the unshaded sections labeled Supervisor (SP); your supervisor will fill in these after you complete your portion).
- When you are finished, save the form on your computer again. Follow the instructions in Creating a Digital Signature (PDF) to create a digital signature if you have not already done so. Use your digital signature on your performance appraisal. When the pop-up Save As window appears after the signature is affixed, save the document again.
- Use your regular New School email account to send your completed and signed performance appraisal form as an attachment to your supervisor.
- Optional: Within one week of the performance appraisal meeting, employees can submit the follow-up form to their supervisor for additional discussion. This form can be downloaded from the Performance Appraisal Web page of the Human Resources department on the New School website.
- When you receive the email containing an employee's performance appraisal form, save it on your computer (use the Save As command under the File tab) in your personal documents folder. We recommend that you append your initials to the existing file name to distinguish your version of the file from the employee's version.
- Review the contents of the employee's self-evaluation and then complete the unshaded Supervisor (SP) sections of the form as thoroughly as you can. Save this version securely.
- Schedule a meeting to discuss the completed performance appraisal form. Be sure to have access to either the completed electronic copy or a paper copy during the meeting.
- At the conclusion of the meeting, the employee will share his or her assigned numeric code (sent in the original email from Human Resources), and together you will input the code as confirmation that you have reviewed this document together. This confirmation acknowledges that the review process has been completed; it does not necessarily represent the employee's agreement with the supervisor's opinions or evaluative comments.
- Save the form, including the employee acknowledgement, on your computer again. Then follow the instructions in Creating and Digital Signature (PDF) to create a digital signature if you have not already done so. Use your digital signature on the performance appraisal. When the pop-up Save As window appears after the signature is affixed, save the document again.
- Send the signed document as an attachment via regular New School email to your designated reviewer.
- When you receive the completed form via email, save it on your computer (use the Save As command under the File tab) in your personal documents folder.
- Review the form. Once you have approved the final document, follow the instructions in Creating and Digital Signature (PDF) to create a digital signature if you have not already done so. Use your digital signature on the performance appraisal. When the pop-up Save As window appears after the signature is affixed, save the document again. Contact Ilana Levitt or Mary Grueser in Human Resources if you have any questions.
- Send the completed and signed document as an attachment via regular New School email to the employee, the supervisor, and HRperformance@newschool.edu.
For technical questions, contact
Optional: See training calendar for Performance Management training dates.
- The basis for the evaluation is ongoing performance, not an isolated event.
- Avoid allowing a strong factor of the employee's performance to influence another factor that needs improvements, or one that is weak to influence another that is outstanding
- Do not let personal feelings influence the evaluation.
- Constructive comments are key elements of appraisal.
- Give specific examples to illustrate your points
- Positives are as deserving of note as negatives.
- Feedback should be descriptive and informative, not judgmental.
- Information contained in a performance evaluation is personal and must be treated with great sensitivity.
- Supervisors and/or staff needing further support or guidance with this process may contact: Personnel liaison/designee in your division.