Performance Appraisals
Annual Performance Appraisal
Annual appraisals serve as the basis for merit pay increases (when available) and support employee development. They launch in December via the Talent Management system for staff hired at least 45 days before the appraisal period begins. All evaluations are stored in the system.
Appraisal Process 2025
Human Resources announces completion deadlines before each annual performance appraisal period.
For 2025, starting December 8, employees must complete their Self-Evaluation in Talent Management if their first-level manager requests it. After the employee submits the self-evaluation (if requested), the system notifies the manager by email. Managers may begin rating appraisal factors during this time but cannot submit the review until the self-evaluation period ends or the employee submits their evaluation, whichever occurs first.
If an employee cannot meet the deadline, the manager may reopen the Self-Evaluation step by entering the appraisal and clicking on the Reopen Step button.
Managers complete performance appraisal factors for assigned employees in Talent Management. Once the employee’s self-evaluation (if requested) is complete, the manager enters appraisal inputs and notifies the next-level supervisor (AKA: co-planner*) that the appraisal is ready for review.
Note: Managers must not submit the review until the next-level supervisor completes their review.
*Next-level supervisors will be added as co-planners this year. The review process will change next year.
The next-level supervisor (a co-planner on the appraisal) reviews the performance appraisal and informs the manager of any required changes.
If no changes are needed, the next-level supervisor submits the manager review and instructs the manager to schedule the Review Meeting with the employee.
The manager conducts the Review Meeting with the employee.
Once the Review Meeting is complete, the manager signs off the step in Talent Management, which moves the appraisal to the final step: Employee Acknowledgment.
The employee completes the acknowledgment step in Talent Management to confirm receipt of the review.
The employee’s signature marks the review complete in Talent Management.
At the end of the review period, Talent Management finalizes all appraisal categories and shuts the appraisals down.
Appraisal Period
The appraisal period runs from January 1 to December 31 each year. Professional development training must be completed and marked as such in Talent Management by December 31 to receive credit.
Annual Requirements
Non-supervisory staff must complete 8 hours of job-related training annually. Supervisors and executives must complete 12 hours. Part-time employees' requirements are prorated based on FTE. For example, a 0.5 FTE staff member must complete 4 hours.
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