Performance Management

Administrative/Professional Faculty complete their evaluations through Mason LEAPS. 

Period of Review: April 1, 2024 – March 31, 2025

Participants 

• All A/P faculty and classified staff hired before December 31, 2024
• Supervisors and indirect managers (reviewers) of participating A/P faculty and classified staff

Evaluation Launch

• The next performance evaluation period to be evaluated is April 1, 2024 – March 31, 2025. The process is anticipated to launch February 17, 2025.

Evaluation Process

• Self-evaluations are required and will be open for two (2) weeks. If the self-evaluation is not submitted by the deadline, it will advance to the supervisor. 
• Supervisor evaluations are required and will be open for three (3) weeks.
• Supervisors should hold one-on-one meetings with employees to provide feedback, answer questions, or address items noted by the employee. Regular one-on-one meetings allow managers to provide performance feedback,build a trusted relationship, and encourage employee growth and development.
• Following the one-on-one meeting, supervisors will need to complete an additionalsign-off stepin MasonLEAPS. The employee will not be able to complete the employee sign-off step until after the supervisor sign-off is complete.  
• Employees will be able to see their completed evaluation in LEAPS after the supervisor sign-off step is completed, or if that step is not completed by the communicated due date, on May 1, 2025.  
• All steps must be completed by 11:59 p.m. on April 30, 2025.

Due Dates

All employees eligible to participate in the 2025 annual performance evaluation will receive an email from MasonLEAPS inviting them to start the process by completing their self-evaluation. Email notifications and reminders are sent automatically at each step in the process. We recommend that a copy of the self-evaluation and the supervisor evaluation be saved before each step is submitted. 

Added Awards and Recognition Section

• In support of the strategic priority to enhance employee reward and recognition, this section will carryover from the Midcycle Check-in and be included in annual evaluations.   
• Employees will be prompted to list any work-related awards, commendations, or kudos received during the evaluation year to-date. 

Additional guidance on A/P Faculty evaluations can be found here.

Classified Staff complete their evaluations through Mason LEAPS. 

Period of Review: April 1, 2024 – March 31, 2025

Participants 

• All Classified Staff hired before December 31, 2024
• Supervisors and indirect managers (reviewers) of participating Classified Staff

Evaluation Launch

• The next performance evaluation period to be evaluated is April 1, 2024 – March 31, 2025. The process is anticipated to launch February 17, 2025.

Evaluation Process

• Self-evaluations are required and will be open for two (2) weeks. If the self-evaluation is not submitted by the deadline, it will advance to the supervisor. 
• Supervisor evaluations are required and will be open for three (3) weeks.
• Supervisors should hold one-on-one meetings with employees to provide feedback, answer questions, or address items noted by the employee. Regular one-on-one meetings allow managers to provide performance feedback,build a trusted relationship, and encourage employee growth and development.
• Following the one-on-one meeting, supervisors will need to complete an additionalsign-off stepin MasonLEAPS. The employee will not be able to complete the employee sign-off step until after the supervisor sign-off is complete.  
• Employees will be able to see their completed evaluation in LEAPS after the supervisor sign-off step is completed, or if that step is not completed by the communicated due date, on May 1, 2025.  
• All steps must be completed by 11:59 p.m. on April 30, 2025.

Due Dates

All employees eligible to participate in the 2025 annual performance evaluation will receive an email from MasonLEAPS inviting them to start the process by completing their self-evaluation. Email notifications and reminders are sent automatically at each step in the process. We recommend that a copy of the self-evaluation and the supervisor evaluation be saved before each step is submitted. 

Added Awards and Recognition Section

• In support of the strategic priority to enhance employee reward and recognition, this section will carryover from the Midcycle Check-in and be included in annual evaluations.   
• Employees will be prompted to list any work-related awards, commendations, or kudos received during the evaluation year to-date. 

Probationary Progress Review vs. Annual Performance Review 

The annual evaluation may take the place of a Probationary Progress Reviewform for new classified staff if it aligns with the 3- or 6-month review and if there are no performance concerns. If performance concerns are identified, resulting in a Below Contributor rating, the Probationary Progress Review Form must also be submitted to leaps@gmu.edu. Questions about documenting performance or extending the probationary period should be directed to Employee Relations at emprel@gmu.edu.

Additional guidance on Classified Staff evaluations can be found here.

Instructional Faculty follow the required process in the College of Science.

Period of Review: January 1, 2024 - December 31, 2024

Participants 

• All Instructional Faculty hired before December 31, 2024
• Supervisors and indirect managers (reviewers) of participating Instructional Faculty

Evaluation Process

• March 3, 2025:​​Self Evaluations due to LAU chairs.
• April 4 – April 25, 2025: Results and rationale for the evaluation are due in writing to the I/R faculty member from the LAU chair. Per section 2.6.1 of the Faculty Handbook (https://provost.gmu.edu/faculty/policies-and-guidelines), “the faculty member must be afforded the opportunity to discuss the results of the evaluation with the local unit administrator before it is sent to the dean". Meetings should be scheduled and conducted during this April timeframe.
• April 28, 2025: Completed evaluations from LAU chairs due to the COS Dean.

Future evaluation cycles will be for one year. Please consult your LAU’s standing rules or by-laws to ensure you understand your unit’s evaluation process including the review criteria and requirements for which faculty will be evaluated.  In addition, all faculty and LAU chairs should be familiar with and adhere strictly to guidance provided in section 2.6.1 “Annual Review of Faculty” of the Faculty Handbook.

Additional guidance for the Annual Performance Evaluation will be provided to research faculty and research center heads in a separate email. Please contact Andre Z. Clayborne and Myisha Washington with all questions and concerns.

Research Faculty and Staff follow the required process in the College of Science.

Period of Review: January 1, 2024 - December 31, 2024

Participants 

• All Research Faculty and Research Staff hired before December 31, 2024
• Supervisors and indirect managers (reviewers) of participating Instructional Faculty

Evaluation Process

• March 3, 2025:​​Self Evaluations due to LAU chairs.
• April 4 – April 25, 2025: Results and rationale for the evaluation are due in writing to the I/R faculty member from the LAU chair. Per section 2.6.1 of the Faculty Handbook (https://provost.gmu.edu/faculty/policies-and-guidelines), “the faculty member must be afforded the opportunity to discuss the results of the evaluation with the local unit administrator before it is sent to the dean". Meetings should be scheduled and conducted during this April timeframe.
• April 28, 2025: Completed evaluations from LAU chairs due to the COS Dean.

Future evaluation cycles will be for one year. Please consult your LAU’s standing rules or by-laws to ensure you understand your unit’s evaluation process including the review criteria and requirements for which faculty will be evaluated.  In addition, all faculty and LAU chairs should be familiar with and adhere strictly to guidance provided in section 2.6.1 “Annual Review of Faculty” of the Faculty Handbook.

Additional guidance for the Annual Performance Evaluation will be provided to research faculty and research center heads in a separate email. Please contact Andre Z. Clayborne and Myisha Washington with all questions and concerns.

To be fair and objective, a performance evaluation must be based on actual performance and workplace behavior during the rated evaluation period, and not personal factors unrelated to the job. The evaluation should accurately reflect job objectives, measurement of outcomes, and achievement of any development goals established or adjusted during the evaluation year. It is important to be mindful that a recent concern or an incident that occurred early in the evaluation year does not influence the overall assessment and rating of the employee’s performance.  

In-person and virtual training is available to learn more about performance management, best practices for observing and monitoring performance, rating practices, and the supervisor’s role in performance management.  

Register today for training: Performance Management for Supervisors 

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