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Performance Management

Managers and employees are encouraged to engage in an informal, ongoing dialogue throughout the year about goals, expectations and performance.  Formal performance reviews are conducted at the end of either the fiscal year (July 1 - June 30) or the calendar year (January 1 – December 31) based on a department’s preference and business cycle.  Human Resources manages the Performance Management Program for staff employees.  Faculty reviews are handled by Academic Affairs.

Most staff performance reviews are conducted through Bentley’s online system for performance management.  The performance management process starts with a self-evaluation by the employee.  The supervisor then assesses how the employee performed over the past year, sets goals for the coming year, and establishes a development plan for the employee.  The most important part of the performance management process is the conversation between the supervisor and the employee to discuss how the past year went and to develop goals and plans for the upcoming year.  Explore further to understand Bentley’s competency structure, learn what competencies apply to you, and find other resources to help both employees and supervisors in the performance management process.