Reflect, Align, Prepare
As we begin to wrap up the current performance year (June 1, 2025–May 31, 2026), it’s a good time for supervisors to look ahead to the evaluation process. More information will be shared in May, when the Evaluate phase of ACE Performance begins.
During the Evaluate phase, supervisors will complete performance evaluations on the evaluation form, assign ratings, and hold a required one‑on‑one meeting with each employee. These conversations focus on reflecting on the past year and discussing goals and expectations for the year ahead.
Before formal evaluations begin, we encourage supervisors to schedule check‑ins with their direct reports. For many supervisors, this may be the final conversation of the performance year before evaluations start. These check‑ins will help reinforce expectations, encourage reflection, and ensure alignment, setting the stage for a smoother, more meaningful performance evaluation discussion.
Below are several tips and suggested topics to help you prepare for effective, productive year‑end check‑ins.
Encourage Employee Self-Reflection
Self‑reflection helps employees recognize their accomplishments and areas for growth, leading to richer and more productive evaluation discussions. You may encourage employees to reflect in advance by considering topics such as:
- Accomplishments and progress toward goals or key projects
- Training or professional development completed
- Areas needing improvement or clarification
- Understanding of performance standards and expectations
- Career goals and developmental needs
- Ways the supervisor can better support their success
Review Expectations and Progress
A spring check‑in is also a valuable opportunity to:
- Confirm goals are still on track
- Reinforce performance standards and expectations
- Discuss progress on key outcomes
- Address any areas needing attention before year‑end
Proactive conversations now help reduce surprises later and strengthen the overall quality of the formal performance review.
Engage Your Second‑Level Reviewer Early
If your department requires second‑level approval, begin coordinating with your reviewer early. Aligning expectations ahead of time supports a smoother, more timely review process and helps ensure consistency across your team.
Hold a Face‑to‑Face Conversation
Performance‑related discussions, whether held in person or virtually, should be conducted face‑to‑face whenever possible. These conversations allow space for meaningful dialogue, clarification, and engagement, and they set the tone for the formal evaluation process.
Looking Ahead
As a reminder, more information about the formal performance review process, including timelines, forms, and updated resources, will be shared as we get closer to year‑end. Departmental deadlines may vary, so supervisors should confirm specifics with their Campus HR Team member.
For additional guidance and resources, visit the ACE Performance website, aub.ie/performance.
