Performance Assessement & Improvement

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Assessing Performance
This process allows us to reflect upon and comment on what has been accomplished in the prior year. This information should include those contributions and efforts that have contributed to achieving positive results, including handling our day-to-day work. It should also include the issues that presented specific challenges or opportunities for growth and development.

As we think about our accomplishments and challenges, it is equally important to reflect upon how the work was done.  The Performance Discussion Process provides the opportunity to consider how working in a mission informed and core values focused way has assisted in achieving positive results, or may be helpful in supporting the development and growth for the individual in the future.

Since 2019, the College has been transitioning from one assessment form to another. This will be the final year with the old form. Managers and their teams have the option this year to use the previous form or the new one. Training can be provided for teams that would like to learn more about the new form by contacting Human Resources at and scheduling a training session. 

The new form is based on the Ignatian Pedagogical Paradigm (IPP), a five-step collaborative process where one accompanies another in growth and development. Often considered a hallmark of Jesuit education, the IPP is a way of teaching and learning adapted from the Spiritual Exercises of Ignatius of Loyola. The intention of this form is to develop a feedback process rooted in coaching. 

2021 Performance Discussion Schedule​ ​
​Date ​Action
​June 7 ​Performance Discussion Process begins
​June 7- July 2

​Employee completes self-assessment
Employee forwards self-assessment to their supervisor
Employee and supervisor schedule a performance discussion


​July 5 - July 23 Supervisor and employee have a conversation about the self-assessment before the supervisor completes their section


July 26-

August 6

​Supervisor completes their section of the assessment
Supervisor provides a copy to the employee (a 2nd conversation may be needed)
Employee signs the completed assessment Supervisor sends the signed copy to the divisional vice president

​August 6-

August 20

​Vice Presidents review all completed performance assessments
Vice Presidents send completed assessments to Human Resources
​August 20 ​​Vice Presidents submit all completed assessments to Human Resources

Performance Discussion Forms
Performance Discussion Form
IPP Professional Development (New Form)

Employee Guidelines
Supervisor Guidelines

​The first 90-days of employment is considered the initial review period. All part-time and full-time hourly employees will complete the Initial Review Form with their supervisor at the end of this review period. For full-time employees the completion of this form starts their accrual of leave time.

The first 6 months of employment is considered the initial review period for security officers. All security officers will complete the Initial Review Form with their supervisor at the end of this review period.

Initial Review Form.pdf

Mission-based Competencies
Competencies are a set of behaviors that encompass the skills, knowledge, abilities, and personal attributes that are desired and are critical to optimal performance in a specific work environment.  Optimal performance is performance that achieves the desired results or outcomes and is done in a way that aligns with the behaviors that reflect our competencies and support the environment described by our mission and vision.

Our mission based competencies have been identified as essential for mission aligned success and performance at Le Moyne College.  The mission based competencies are provided in the table that follows this section.

As you complete the assessment consider whether or not the contributions you are highlighting have been positively affected through the demonstration of any of these behaviors.  If so, comment on the competency(s) and behaviors(s) that were most helpful. In addition, as you consider opportunities for growth, development and/or challenge consider and comment on how the application of any of these competencies and behaviors may be helpful in supporting your efforts for development or in meeting the identified challenges.

Mission Based Competencies Chart

A performance improvement plan (PIP) is a way to give struggling employees the opportunity to succeed while still holding them accountable for past performance. PIPs may be used to address either failures to meet specific job performance-related issues or behavior-related concerns. PIPs may lead to several different outcomes, including improvement in overall performance, the recognition of a skills or training gap, or possible employment actions such as transfer, demotion or termination.​

Developing a Performance Improvement Plan.docx