Effective performance evaluation is crucial for employee development and organizational success. Providing clear resources and guidelines helps ensure a fair and consistent evaluation process, empowering employees and enhancing their career growth.
Looking for the performance evaluation form? Click here!
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📅 Upcoming Action Steps and Deadlines (Fall )
*All employees with more than 6 months of tenure at CPCS should receive reviews.*
*Deadline for submission is the second week of November. Managers should submit using this form link on Monday.com.*
- By November 1st:
- All employees (with 6+ months of tenure): Complete your self-reflection using the FY review form, and send it to your manager when complete. If you completed goals last year, make sure to add to the sheet you already started.
- On the form:
- Summarize what you’ve achieved between September of last year and September of this year, what you’ve learned, and how you’ve grown. A good framework is to focus on 3-5 key achievements, goals, or incidents of growth or learning.
- If you made goals last year, make sure to include a reflection on last year’s goals.
- Conclude by identifying areas of strength and potential goals for next year.
- Further guidance on completing your self-evaluation is here.
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- Managers: Set up times between now and November for performance evaluation meetings with all your direct reports.
- By the second week of November: DUE DATE FOR SUBMISSIONS
- Managers: Review employees’ self-evaluations and complete your sections of the performance review form (on the same form as the employee has completed their self-evaluation).
- For new employees or those without FY25 goals set, complete sections 4–5 only.
- Detailed guidance on completing your review is here. (And a handy one-page summary is also here!)
- Managers: Review employees’ self-evaluations and complete your sections of the performance review form (on the same form as the employee has completed their self-evaluation).
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- Employees: Draft 2–3 professional goals and 1–2 wellness or professional development goals for the upcoming year (October of current year – September of following year). See the SMART Goal Bank below or here for ideas and inspiration, if needed.
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- Managers & Employees:
- Hold the performance evaluation meeting to review feedback from the prior year and finalize new goals. New goals should be written on a new form for the next FY.
- Sign the year-end review (Section 6) and submit via Monday.com. *Note this is a change from previous years and will replace the [email protected] email.*
- Managers & Employees:
- Throughout the Year:
Continue to hold regular check-ins to review goal progress. At minimum, one mid-year check-in should be documented — but ongoing, meaningful conversations are encouraged year-round. (HR will also be sending out more specific guidance about these check-ins in the coming months.)
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Below are the forms and resources you need to complete annual performance evaluations and check-ins throughout the year. Please do not hesitate to contact HR with any questions or concerns at [email protected].
Most Important:
- Performance Evaluation Form (fill in relevant year)
- Monday.com Submission Link
Step-by-Step Guides:
- Self-Evaluation Checklist
- Manager’s One-Page Evaluation Checklist
- Supervisor’s Step-by-Step Guide to CPCS Annual Performance Evaluations
- Check-In 3-Tiered Framework
SMART Goal Banks and Goal-Setting Resources:
Example Goals by Role Type:
- Administrative/AA Roles
- Attorneys
- Investigators
- Legal Managers & Supervisors (Supervising Atty, AIC, etc.)
- Non-Legal Managers & Supervisors (HR, IT, Finance/Facilities Managers & Directors, Supervising AA’s, SW/SSA, Inv.)
- Operational Roles (IT, HR, Finance/Facilities)
- Paralegals
- Social Work & Social Services Roles
- Training Unit Roles
- Smart Goals Worksheet
Additional Training Resources: