We start each year with resolutions to improve — making behavior changes and setting our intentions toward specific goals. In the same spirit, the performance management cycle for employees at Tech encourages reflection and improvement and becomes a record of professional development.    

The annual process presents an opportunity for employees and their supervisors to collaborate on setting expectations, review the previous year’s work and accomplishments, and discuss paths to improvement, professional development, and/or promotion.  

When done well, the process promotes professional growth, career progression, and clarity about objectives. 

“One large part of the HR Transformation happening at Georgia Tech has created space for employees to be more supported on their career journey,” said Skye Duckett, vice president and chief human resources officer. “We hope staff and their supervisors will fully engage in this process and realize it can be extraordinarily meaningful in shaping their careers.”  

What to Expect 

From December through April, Institute staff participates in the performance management process by partnering with their supervisor to:  

  • Complete the self-reflection and annual performance evaluation for 2022. 
  • Begin creating SMART goals for 2023. 


Employee self-assessments are due on or before Jan. 31 to the employee’s direct manager.  

Although this resource is optional, employees are strongly encouraged to take advantage of this opportunity. Self-assessments give managers the opportunity to review and consider employee feedback in time to deliver the employee’s performance review on or by March 31.  

Refer to and share this video for help completing the self-assessment. The self-assessment form can be found at hr.gatech.edu/forms under the "Performance" tab. 

Goal Setting  

This step allows employees to think about performance tasks they hope to achieve this year and gives a framework to write out an action-oriented SMART goal for each. SMART goals are Specific, Measurable, Achievable, Realistic, and Timely. 

GTHR and OIT are partnering to develop an electronic submission process for goals as part of the overall transition of electronic performance management to a new system. Similar to the Working @Tech arrangement, digital goal setting will be easier and faster than the current Word forms and DocuSign process. More details to come on the transition to this new platform. 

In the meantime, the existing form can be used, if needed, to document goals prior to the launch of the new system. These goals can be loaded in the new system in the spring.  

New Leader Competencies 

The 2023 performance cycle includes updated leadership competencies specific to supervisors. Supporting the Institute’s goal to develop leaders, the value-aligned competencies are now part of the goal setting process for people leaders. 

By merging our leader competencies and the performance management process, we can create a workplace with increased consistency, clarity, and rigor in the process of identifying and nurturing leadership talent at Georgia Tech.   

The Georgia Tech Leader Competency Model provides leaders with explicit behavior in four areas that help them demonstrate Institute values: 

  1. Acts Strategically 
  2. Exhibits Social Intelligence 
  3. Demonstrates Inclusivity 
  4. Develops Self and Others   

To learn more about the Georgia Tech Leader Competency Model, visit hr.gatech.edu/leader-competencies. 

Resources to Help Prepare  

Both employees and managers should consider the following resources to make this conversation as productive and beneficial as possible.  

Access the Georgia Tech Performance Management learning path through Georgia Tech LinkedIn Learning, which includes resources to help during self assessment, performance review, and goal setting, as well as ongoing learning around this topic.   

Self-Assessment Period 

Performance Review Period 

Ongoing Learning 

 View performance FAQs for general questions at hr.gatech.edu/performance/faqs