The annual performance review is a critical component of the performance management process that helps drive the current and future success of William & Mary and VIMS employees. Goal planning engages employees by fostering a culture of accountability and progress. It enables employees to stay focused and aligned with the university's mission, values, and goals, resulting in improved overall organizational performance.
The annual performance review is for all staff and is conducted in Cornerstone (faculty, postdocs, and hourly staff are not included). After logging into Cornerstone, please click the green "My Tasks" button and then click the task to start the annual performance summary.
The performance review period covers May 2024 through April 2025
Table describing annual performance questions, steps in Cornerstone and co-planner setup
Performance Review Steps for Operational and Professional Staff
Employee completes self-assessment between March 19 - April 8. This step is required this year.
Supervisor reviews employee's self-assessment, comments, and notes overall ranking. This step is required for the supervisor and can be completed any time after it is submitted by the employee but must be completed by April 29.
Supervisor meets with the employee and discusses review. The employee signs by May 3.
If the due date has passed, the review steps can be reopened without UHR intervention by clicking on "My Tasks" and then the "Expired" status checkbox in Cornerstone.
Performance Review Steps for Classified Staff
Employee completes self-assessment between March 19 - April 8. This step is required this year.
Supervisor reviews employee's self-assessment, comments, and notes overall ranking. This step is required for the supervisor and can be completed any time after it is submitted by the employee but must be completed by April 29.
Indirect Manager will complete their portion of the assessment between April 29 - May 3.
Supervisor meets with the employee and discusses review between May 3 - May 9.
The employee signs by May 10.
Note: Per DHRM guidelines, performance reviews for classified employees will include the indirect manager's review.
If the due date has passed, the review steps can be reopened without UHR intervention by clicking on "My Tasks" and then the "Expired" status checkbox in Cornerstone.
Co-Planners for Supervisors or Indirect Managers
Supervisors and indirect managers may add a co-planner to a review. This allows another supervisor or indirect manager to assist with completing the performance review and is especially helpful in several situations:
Supervisor/indirect manager is correctly assigned to the employee in Banner, but another supervisor/indirect manager oversees the employee on a day-to-day basis.
Employee recently moved from a separate department to another and the previous supervisor/reviewer has a better understanding of the employee's performance,
Supervisor/Indirect Manager recently moved from one department to another, or
Supervisor/Indirect Manager is incorrectly assigned in Banner and needs correction.
Please provide the names for the employee and co-planner in your email.
Supervisors and indirect managers should coordinate with their co-planner and save their respective responses before submitting to the next step of the summary. Co-planners should not sign on behalf of the supervisor or indirect manager on the signature page.
Directions to add a co-planner: In the upper right-hand corner, click on Options and select Add Co-Planners. Search for the name of a co-planner and confirm your selection. If you are unable to locate your desired co-planner, please [[AskHR,contact University HR at AskHR@wm.edu]].
