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The performance review is an opportunity for managers to discuss with their employees the contributions and achievements of the previous year. This website provides tools and resources to help you successfully navigate this process and best practices for capturing this information online using the Oracle System. 

Oracle Performance Management Documentation

houses our Oracle navigation materials.  Guides and videos from both the employee and manager perspective can be accessed there under Performance.

Understanding Performance Management 

• Standard Expectations for all Employees:
• Detailed instructions on Performance Management Processes:   (Revised April 2025)
• - Wording to Get You Started

The Steps

The Davidson performance cycle is from July 1 - June 30 (fiscal year).

Goal Planning (May 1 - July 31)

• Goal Setting: Goal setting is the first step in the Performance Review Process. The employee and the manager begin drafting goals for the upcoming year. Each employee should have a minimum of two goals each academic year.  Consider goals that will impact your department and the college.
• Goal Setting – Manager Review: Managers will review and approve the Goals entered by staff employees in the system. Manager will have the ability to adjust and add additional goals for employees.

Mid-Year Review (Due January 31)

• Mid-Year Discussion: Midway through the year the employee and manager should meet to discuss the employer's progress towards completing those goals outlined during the goal-setting step.

Annual Reviews (May 1 - July 31)

• Employee Self-Evaluation: The self-evaluation is the employee's opportunity to document their achievements and/or setbacks from their point of view. This may provide insight to the manager on how the employee should be evaluated. The manager will determine if the self-evaluation will be required.
• Manager Completes Evaluation: The manager completes the review document, using examples and supporting information where appropriate to justify the given ratings on each goal and competency.
• Manager Shares Evaluation with Employee/Employee Review Discussion: The employee and manager(s) will meet to discuss the employee's performance over the past year and review supporting documentation. And, they will discuss goal planning for the next performance cycle. When done the manager will confirm when the meeting was held in Oracle.
• Employee Final Feedback & Acknowledgment: The manager finalizes the review process following his/her conversation with the employee by securing acknowledgment through the employee final feedback step.  The employee has an opportunity to make any additional comments on this step.
• Manager Final Feedback: The manager may make any final comments after the employee has submitted their own.
• Performance Review Complete: Once all signatures have been received the performance review process for the academic year is complete.

Frequently Asked Questions

Is the Self-Evaluation part of the official review?

The official review is the one written by the manager with all of the requisite signatures. The manager may incorporate feedback from the employee in the body of the review and the employee is always permitted to provide written comments on the review. But the core of the review should be drafted by the manager.

What period should the review cover?

The review should cover the entire performance cycle from July 1 to June 30 of the next year. Managers should avoid focusing only on the most recent incidents and conversely, managers should recognize changes in performance and not repeat by rote the same review each year.

When are the reviews due? Are goals due at the same time?

Most departments do reviews based on the fiscal year/academic year. Therefore, reviews should be completed by July 31. Goals may be set at the same time or a different time (some areas of campus may prefer to set goals in August, more aligned with the academic year or after data from the fiscal year is reviewed).

Is the Mid-Year Review required?

The Mid-Year Review is highly recommended and is designed as a check-in, particularly around annual performance goals. Like the annual review, it is not a substitute for on-going communication, coaching, and honest feedback.

I have an employee with performance issues. How do I approach this on the performance review?

If the employee is currently on a performance improvement plan or has been coached on performance issues, reference that in the document. But in severe cases, feel free to contact Human Resources for help drafting the review. HR also has books with sample phrases for goal setting and performance assessment.

Is there an alternative paper version of the review?

All reviews will be completed online for all employees.

Will Duo be required to access the online system?

Yes, Duo is required and all employees by now should have access to the Duo system.

Are there other language versions of the form in addition to English?

No, currently the online system is in English only.

Can we access the review via an app?

Currently you can only access the review in Oracle via a browser.