Step 3: End of Year Discussion

The end-of-year discussion allows for a conversation to discuss the year’s performance and give feedback.

Click on one of the links below to register for an Adobe Connect session to learn how to complete Step Three (choose the session that relates to your role within the YOU@PSU process):

The employee has the following responsibilities at the end of the year:

  • Before the discussion: Complete a self-assessment of their performance for the cycle and schedule a conversation with their supervisor; seek feedback on your performance from other colleagues who are familiar with your work (optional). 
  • During the discussion: Share information regarding accomplishments and areas of improvement; work with supervisor to reach agreement on the performance review; begin planning for next year’s goals and developmental opportunities.
  • After the discussion: Confirm that the end-of-year discussion occurred and that the rating was received via the YOU@PSU system.

The supervisor has the following responsibilities at the end of the year:

  • Before the discussion: Ask the employee to complete and submit self-assessment; seek feedback on the employee’s performance from other colleagues who are familiar with their work (optional); complete a draft of the performance review and participate in calibration conversations* with peer supervisors (IMPORTANT: The review conversation should not occur until AFTER the calibration conversations take place and ratings are confirmed).
  • During the discussion: Discuss highlights/accomplishments and areas of improvement re: the employee’s performance throughout the year, giving specific examples of how they performed in their role, demonstrated competencies and achieved their goals.   
  • After the discussion: Review, finalize and share the end-of-year review with the employee; confirm that the end-of-year discussion occurred and that the rating was delivered via the YOU@PSU system.

Information gathered for the end-of-year discussion includes an employee self-assessment, feedback from peers/customers/direct reports/others (highly encouraged) and feedback from the direct supervisor.

Ratings Scale

There is a new three-rating scale as part of YOU@PSU. The rating scale is simple to communicate and allows for honest communication of employee effectiveness while maintaining flexibility to differentiate performance.

Performance Ratings
Individual Components
Rating Description
Successful Demonstrates the appropriate level of knowledge and/or skills; performs effectively and consistently; achieves goal targets
Exceptional Demonstrates and applies exceptional level of knowledge and skills; consistently excels; significant achievement relative to goals
Needs Improvement Demonstrates a lack of knowledge and/or skills in one or more areas; does not perform consistently; does not achieve goals
Performance Ratings
Overall Evaluation
Rating Description
Successful Contributor Consistently proficient in individual evaluation components; may be strong in several areas; meets goals and job requirements; consistently demonstrates competencies & behaviors
Exceptional Contributor Demonstrates and applies exceptional level of knowledge and skills; consistently excels; significant achievement relative to goals
Needs Improvement Demonstrates a lack of knowledge and/or skills in one or more areas; does not perform consistently; does not achieve goals