Performance Dialogues are done annually at the Manager's/Supervisor's discretion either on the employee's anniversary date; or at a time convenient to the Manager/Supervisor and/or department. The Administrative Service Center will advise the Manager/Supervisor as to when these are due. Similarly, employees may request a Performance Dialogue and Managers/Supervisors are encouraged to submit. Completed Performance Dialogue Forms should be submitted to the Administrative Service Center in a timely fashion.

Each year we need to attest to the fact that every employee has had an opportunity to have a dialogue with his/her Supervisor.

A Performance Dialogue is required even if an employee has not been at the Johnson School for a full year. Supervisors should schedule informal reviews with any individual who joins the School within the fiscal year - between July 1st and June 30th. New nonexempt (OPE) employees have mandatory three-month Probationary Reviews which can be used in the first year of employment as a formal Performance Evaluation. Three-month Probationary Reviews are not required for exempt (OPI) employees. However, having a discussion with a new employee will help him/her better understand how they are doing, not to mention, will suffice for not having a formal Performance Evaluation on file.

Performance Dialogues, done formally, are essential to sound management. It is a time when the Manager/Supervisor can review the work of those who report to him/her, and it provides an opportunity for the employee to respond. The Performance Dialogue should involve a conversation, not a lecture. Compensation, as well as promotion and disciplinary actions, are dependent on the written record of these conversations, so they have a legal as well as a humane justification. When arranging for a Performance Dialogue, the employee should be advised of the reason for the interview; and given time to prepare for it.

To this end, Cornell has formalized a set of skills, the Staff Skills for Success. These are essential for all Cornell and Johnson School employees to possess, in addition to the skills and knowledge they bring to their areas of expertise. Using these as a guideline, managers can more clearly articulate their expectations and employees can better understand the culture and environment of the workplace. The Skills for Success are attached to each individual's job description and appended as part of the Performance Dialogue forms (discussed below).

The Performance Dialogue booklet may be used as a guide. A copy of the booklet can be obtained from the Administrative Service Center. Choose a Performance Dialogue Form Template and follow the instructions.

The Manager/Supervisor may opt to write a letter with the pertinent information in lieu of completing the Form. In preparation of the dialogue, a copy of the employee's most recent job description should be obtained from the Administrative Service Center. It should be reviewed with the employee and updated, if applicable, and any changes returned to the Administrative Service Center at the culmination of the Review along with an executed Performance Dialogue.