Updated Staff Performance Evaluation Process

Dear Colleagues,

At St. Mary's College of Maryland, we are committed to supporting the growth, development, and success of every employee. Helping our colleagues grow professionally, receive meaningful feedback, and be recognized for their contributions is central to who we are as an institution.

As part of that ongoing commitment, the Office of Human Resources is pleased to announce the implementation of the College's updated Performance Evaluation Process for staff employees, a tool designed to strengthen communication between employees and supervisors, recognize accomplishments, support employee growth, and align individual contributions with departmental and institutional goals.

What Is Changing?

The updated performance evaluation process is designed to create more consistent expectations across the College while encouraging regular, constructive conversations between employees and supervisors. It includes:

• Standardized Self-Evaluation and Annual Evaluation forms;

• Clearly defined performance criteria and rating scales;

• Required annual and mid-year performance discussions;

• Enhanced goal setting and development planning components;

• A structured review and approval process to promote consistency and fairness across the institution; and

• Expanded training and resources for both employees and supervisors.

Rather than viewing performance evaluations as a once-per-year administrative requirement, the updated process emphasizes ongoing communication, coaching, recognition, and professional development throughout the year. 

Performance Evaluation Timeline

Employees and supervisors will receive information about the published evaluation schedule and applicable deadlines for their evaluation cycle. The Department schedule for participation during the fall or spring review cycle will be decided by the area Vice President and communicated to the Office of Human Resources. The evaluation process includes:

1. Employee Self-Evaluation

2. Supervisor Evaluation

3. Department Head Review

4. Human Resources Review

5. Performance Evaluation Meeting

6. Goal Setting and Development Planning

7. Mid-Year Progress Review

Additional guidance, forms, and resources will be available through the Office of Human Resources. 

Required Training Sessions

To support successful implementation, Human Resources will conduct training sessions for both employees and supervisors.

Employee Learning Sessions

Making the Most of Your Performance Evaluation

This session will help employees:

• Understand the evaluation process and timelines;

• Complete effective self-evaluations;

• Understand the rating scale and performance expectations;

• Prepare for productive evaluation discussions; and

• Develop meaningful professional goals.

Supervisor Certification Sessions 

Conducting Effective Performance Evaluations at SMCM

This session will help supervisors:

• Apply performance standards consistently;

• Conduct fair and objective evaluations;

• Write effective and legally defensible performance comments;

• Manage difficult performance conversations;

• Develop SMART goals and employee development plans; and

• Understand documentation and compliance expectations.

Because supervisors play a critical role in the performance management process, completion of the Supervisor Certification Workshop will be required for all employees with supervisory responsibilities.

Why This Matters

At their best, performance evaluations are not simply an annual review, they are an opportunity to celebrate accomplishments, clarify expectations, identify opportunities for growth, and strengthen the partnership between employees and supervisors. By creating a shared understanding of expectations and performance standards, we can better support employee success and advance the College's mission and strategic priorities.

Thank you for your partnership as we implement this updated process. We look forward to working together to create a performance management culture grounded in communication, professional growth, and shared success.

Additional information regarding training registration, evaluation schedules, forms, and resources will be distributed in the coming weeks.

While the forms and timelines have been updated, the primary goal is simple: to foster more meaningful conversations throughout the year about expectations, accomplishments, and professional development.

If you have questions, please contact the Office of Human Resources.

Thank you for your continued dedication to St. Mary's College of Maryland.

Sincerely,

Dr. Kathryn C. Dao
Vice President for Human Resources
St. Mary's College of Maryland