Annual Reviews
The performance year runs April 1 to March 31 for Support Staff, and July 1 to June 30 for MaPS
Annual reviews provide a valuable opportunity to create a formal record of all the hard work and achievements over the past year, explore development opportunities, and summarize the insights gained through your one-on-one meetings.
The 2024-25 Annual Review Season for Support Staff is Underway
Managers should review the goals/expectations for each of their direct reports and then launch the final assessment. Giving ample time for employees to complete their self-assessments makes it easier to respond with meaningful feedback.
*All outstanding reviews will be launched automatically on Feb. 3
Go to: My work > People Management > Manager Self-Service > Performance Management > Performance Documents > Current Documents > Select an employee > Launch Final Assessment.
Ěý
After review documents have been launched by the manager, employees can complete their online self-assessment. This is an opportunity to reflect on a year of hard work and consider successes and opportunities across goals and core competencies. It’s also a chance to think about the career development activities you’d like to plan for the coming year.
Go to: All about me > Performance Management > My Performance Documents > Current Documents > Performance Document Support > Enter Ratings and Comments > Complete.
Ěý
Managers lead one-on-one annual review meetings to exchange feedback, discuss accomplishments, and plan opportunities for development.
After finalizing comments and ratings, managers click "Share with Employee." Once shared, employees can review and acknowledge the completed assessment. The review process won’t be complete until the employee acknowledges the manager assessment on my.ucalgary.ca.
Go to: My work > People Management > Manager Self-Service > Performance Management > Performance Documents > Current Documents > Select an Employee > Finalize Ratings and Comments > Share with Employee
Ěý
Staff members will review and acknowledge manager assessments.
Go to: All About Me > Performance Management > My Performance Documents > Current Documents > Performance Document Support > Review Manager Assessment > Acknowledge.
Ěý
The 2024-25 Annual Review Season for MaPS is Underway
Managers should review the goals/expectations for each of their direct reports and then launch the final assessment. Giving ample time for employees to complete their self-assessments makes it easier to respond with meaningful feedback.
*All reviews will be launched automatically on May 13— please ensure your goals are recorded accurately.
Go to: My work > People Management > Manager Self-Service > Performance Management > Performance Documents > Current Documents > Select an employee > Launch Final Assessment.
After review documents have been launched by the manager, employees can complete their online self-assessment. This is an opportunity to reflect on a year of hard work and consider successes and opportunities across goals and core competencies. It’s also a chance to think about the career development activities you’d like to plan for the coming year.
In keeping with our streamlined approach to ratings, please note employees are asked to assess their performance with a status in the Record Goals and Achievements stage such as “Complete”, “In Progress” or “On Hold”. Managers will provide an overall numeric performance rating. Employees will then have the opportunity to comment once the Manager Assessment has been shared with them.
Go to: All about me > Performance Management > My Performance Documents > Current Documents > Performance Document Support > Enter Ratings and Comments > Complete.
Managers lead one-on-one annual review meetings to exchange feedback, discuss accomplishments, and plan opportunities for development
After finalizing comments and ratings, managers click "Share with Employee." Once shared, employees can review and acknowledge the completed assessment. The review process won’t be complete until the employee acknowledges the manager assessment on my.ucalgary.ca.
Go to: My work > People Management > Manager Self-Service > Performance Management > Performance Documents > Current Documents > Select an Employee > Finalize Ratings and Comments > Share with Employee
Staff members willĚýreview and acknowledge manager assessments.
Go to: All About Me > Performance Management > My Performance Documents > Current Documents > Performance Document Support > Review Manager Assessment > Acknowledge.
Competencies
While goals and expectations cover “what” needs to be accomplished, competencies cover “how” to accomplish those goals — the behaviours you require to get things done effectively.
Rating Scales
Rating scales are used by managers to assess performance. There are separate rating scales for Management and Professional StaffĚýand Support Staff.
How do annual reviews add value to your work life?
At anyĚýstage in your career, meaningful annual review conversations can help you see your place and path at the university. Here areĚýa few waysĚýannual reviewsĚýadd value to your work life.
Not everyone excels at singing their own praises — some even struggle to remember their praiseworthy accomplishments at all. Your online review documents serve double duty as a guide for your one-on-one review conversations and as a detailed record of past achievements.
Dusting off your resume to pursue a new career opportunity? Log in to my.ucalgary.ca for the career successes you outlined in past self-assessments. While you’re there, check out your managers’ assessments too — their thoughts on your performance can add valuable perspective on how you represent yourself.
Annual reviews are a great time to discuss professional aspirations, and opportunities for learning and career development. Setting and checking in onĚýdevelopment goalsĚýwith your manager will help you achieve continued growth throughout your career.
But what if you’re getting ready to retire in the next few years and career growth doesn’t drive you like it used to? Annual reviews are an opportunity to discuss with your manager how you can transfer your wealth of knowledge to others before moving on. Explore mentoring possibilities that will enable others to succeed at UCalgary after you move on to enjoy your next chapter.Ěý
An open conversation with your manager may lead to doing more of what you love and less of what you don’t. Change is constant — do what you can to affect the change you want by telling your manager what you think about your current role.
Are you challenged enough? Too challenged? Discuss ways to find alignment between what you have to offer and what you have to do — that could mean building skills, taking on stretch assignments, or training others on certain aspects of your role.
No matter how much you love your job, professional successes can mean more with a witness. Annual reviews are an opportunity for managers to let their direct reports know that they are seen, their effort is valued and their interests are considered.
Review time also offers employees a chance to point out achievements that may have been overlooked — even the most attentive manager can’t notice all the incredible stuff you do, so be sure to capture it in your self-assessment!
UCalgary is a busy place, and we’re all doing our part to enrich the campus culture and student experience — but how often do you take a step back and really look at how your day-to-day efforts help drive UCalgary forward through theĚýEyes HighĚýstrategy?
Annual review conversations can help define — or redefine — the role that you play in the university’s broader goals so that you can better understand the impact of your work.
Make your self assessment serve you
Give the practice of self-assessment adequate thought and make the most out of this opportunity to share your successes and set yourself up for future growth and opportunity in the future.
This is not the time to downplay your achievements. Everyone likes a success story, so be detailed about what you did right and take credit where it’s due. That doesn’t mean omitting the bad stuff, though — be honest about your mistakes so you can learn from them and set yourself up to be stronger in the future.
Remember theĚýgoals and expectationsĚýyou set at the beginning of the performance year? Be sure you address them in your self-assessment. If you met your goals, talk about how you pulled it off. If you didn’t, include your thoughts about why you missed the mark — focus on how to grow from your experiences rather than trying to justify your actions or make excuses.
Sure, it’s important to circle back to your goals and expectations, but self-assessments should accurately reflect the aspects of your professional year that make you most proud. Think of three accomplishments that required great effort or made a great impact and document them even if they weren’t part of your formal goals — all great work deserves recognition.
Reflect on the new skill you picked up over the last year, the project that took you into new territory, or the unfamiliar problem that you solved. Try to include one or two significant learnings in your self-assessment, along with a consideration for future growth. What can you do to serve your learning and career goals in the next 12 months? Now is a great time to talk with your manager aboutĚýnavigating your career.
Skill Building for Annual Reviews
To launch an online course after enrolling, go to learning.my.ucalgary.ca and go to: My Learning > Select the Course > Launch.
-
Connect to Perform Learning Series: Annual Review Conversations
25 minutes | Reports-to managers and MaPS employees
Learn about the purpose and value of assessing performance, preparing for the annual review meeting, and navigating the discussion.
-
Guide for Annual Reviews
Reports-to managers
-
Leadership Competency Worksheet
MaPS
-
Core Competencies Worksheet
Support Staff
-
Manager Goal Setting Toolkit
Setting goals for your whole team (whether it’s a team of two or twenty-two) sets the stage for a successful year, helps employees make meaning of their work, and can improve productivity and retention.
-
Managers: Conducting Performance Review Meetings by Videoconference
Access helpful information for holding your performance review meetings remotely, by videoconference.
-
Frequently Asked Questions and Escalation Path
Reports-to Managers
-
Launching and Completing the Annual Review
Managers of Support Staff or MaPS
-
Reopen Performance Document
Managers of Support Staff or MaPS
-
Navigating to Your Performance Documents
Support Staff and MaPS
-
Completing the Annual Self-Assessment
Support Staff and MaPS