Overview
The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.
The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation
Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.
Manager Evaluation
Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting
Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.
Action Items and Next Steps
At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.
Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Section 1: Overview

The purpose of this section is to outline Dance/NYC’s Employee Performance Review Process for at-will employees. Towards the end of each year, Dance/NYC conducts reviews of all employees who have served approximately one or more year(s).  Reviews are held to evaluate each employee’s overall performance, achievements and areas of improvement, and to establish goals for the coming year. This allows Dance/NYC to grow along with each employee, and establish measures of accountability and reflection.

The evaluation process includes the following components:

  1. Employee Self-Evaluation
  2. Manager Evaluation
  3. Performance Review Meeting
  4. Action Items and Next Steps

As outlined in the employee handbook, yearly employee performance reviews may inform one or more of the following:

  • An employee's qualification for a merit-based discretionary bonus (please refer to the Employee Handbook for details) ;
  • An employee’s qualification for salary increase above and beyond the annual COLA increases;
  • An assessment of an employee’s performance for consideration of a promotion, demotion, or termination;
  • An employee’s title change and/or update;
  • An employee’s job description change and/or update;
  • An employee’s entrance to or departure from a probationary period; and/or
  • A discussion of any under-performance and determination of next steps which may include issuing a performance warning or development of a performance improvement plan.

Employee Self-Evaluation

Each employee is required to complete an evaluation via Submittable that assesses their work and performance, their direct manager, and their internal and external peers. The completion of the evaluation may take anywhere from 2-5 hours depending on each employee’s role and/or reflection/writing pace. Each employee will assess their performance using the following materials as a basis:

  • Job description provided from latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

As each employee reviews their performance for the year, they should consider their wins, what they were able to accomplish, their losses, and the areas in which they can grow further. The self-evaluation should not just consider an employee’s individual work, but also how they have thrived in relation to their department, peers, the organization and its stakeholders. The employee will also have the opportunity to provide an evaluation of their manager, department, the organization, and overall job.

Manager Evaluation

Each employee is also evaluated by their direct manager.  An evaluator will be required to complete an evaluation for the corresponding employee via Submittable. Managers will assess the corresponding employee’s performance using the following materials as a basis:

  • Job description provided of latest offer letter and/or hire (whichever is most recent)
  • Work plan
  • One on one agenda and notes
  • Overview of Competencies

Performance Review Meeting

Once complete, the manager and employee will each receive a copy of the completed evaluation filled out by their direct manager and/or corresponding employee at least 24 hours prior to the evaluation meeting. At the evaluation meeting, managers and corresponding employees will discuss the following:

  • Contents of the submitted evaluations
  • Strengths and success for the year
  • Weaknesses and areas of improvement
  • Preliminary goals and deliverables for FY21
  • Professional development plan for FY21
  • Job description and potential changes and/or promotions
  • Action items and next steps

The Operation Manager and/or HR consultant will be present for all employee reviews to take notes and ensure that the process is recorded. The Performance Review meeting has a duration of 60 minutes. Additional time may be allotted or a second meeting established, if deemed necessary.

Action Items and Next Steps

At the end of each review process, employees will be tasked with creating a work plan that reflects the goals and deliverables for the coming review year, as well as a professional development plan. Additionally, the manager and corresponding employee may determine changes that need to be made to the job description to better reflect the employee’s work within the organization. These changes may also trigger changes in title, employment, salary, and/or probationary period. The manager and employee will work together to establish a  timeline for the completion of materials as needed, and incorporate such changes into regular one on one check-in meetings.

Given the ongoing presence of COVID19, all employee evaluations for FY20 will take place via zoom.

Please fill in the following form to request equipment and materials.

Dance/NYC