Annual Reviews

The performance year runs April 1 to March 31 for Support Staff, and July 1 to June 30 for MaPS

Annual reviews provide a valuable opportunity to create a formal record of all the hard work and achievements over the past year, explore development opportunities, and summarize the insights gained through your one-on-one meetings.

The 2021 Annual Review Season for Support Staff is Underway

Managers should review the goals/expectations for each of their direct reports and then launch the final assessment. Giving ample time for employees to complete their self-assessments makes it easier to respond with meaningful feedback.

*All reviews will be launched automatically — please ensure your goals are recorded accurately.

Go to: My work > People Management > Manager Self-Service > Performance Management > Performance Documents > Current Documents > Select an employee > Launch Final Assessment.

After review documents have been launched by the manager, employees can complete their online self-assessment. This is an opportunity to reflect on a year of hard work and consider successes and opportunities across goals and core competencies. It’s also a chance to think about the career development activities you’d like to plan for the coming year.

Go to: All about me > Performance Management > My Performance Documents > Current Documents > Performance Document Support > Enter Ratings and Comments > Complete.

Managers lead one-on-one annual review meetings to exchange feedback, discuss accomplishments, and plan opportunities for development.

After finalizing comments and ratings, managers click "Share with Employee." Once shared, employees can review and acknowledge the completed assessment. The review process won’t be complete until the employee acknowledges the manager assessment on

Go to: My work > People Management > Manager Self-Service > Performance Management > Performance Documents > Current Documents > Select an Employee > Finalize Ratings and Comments > Share with Employee

Staff members will review and acknowledge manager assessments.

Go to: All About Me > Performance Management > My Performance Documents > Current Documents > Performance Document Support > Review Manager Assessment > Acknowledge.

The MaPS annual review season is May to July.


While goals and expectations cover “what” needs to be accomplished, competencies cover “how” to accomplish those goals — the behaviours you require to get things done effectively.

Rating Scales

Rating scales are used by employees and managers to assess performance. There are separate rating scales for Management and Professional Staff and Support Staff.

How do annual reviews add value to your work life?

At any stage in your career, meaningful annual review conversations can help you see your place and path at the university. Here are a few ways annual reviews add value to your work life.

Not everyone excels at singing their own praises — some even struggle to remember their praiseworthy accomplishments at all. Your online review documents serve double duty as a guide for your one-on-one review conversations and as a detailed record of past achievements.

Dusting off your resume to pursue a new career opportunity? Log in to for the career successes you outlined in past self-assessments. While you’re there, check out your managers’ assessments too — their thoughts on your performance can add valuable perspective on how you represent yourself.

Annual reviews are a great time to discuss professional aspirations, and opportunities for learning and career development. Setting and checking in on development goals with your manager will help you achieve continued growth throughout your career.

But what if you’re getting ready to retire in the next few years and career growth doesn’t drive you like it used to? Annual reviews are an opportunity to discuss with your manager how you can transfer your wealth of knowledge to others before moving on. Explore mentoring possibilities that will enable others to succeed at UCalgary after you move on to enjoy your next chapter. 

An open conversation with your manager may lead to doing more of what you love and less of what you don’t. Change is constant — do what you can to affect the change you want by telling your manager what you think about your current role.

Are you challenged enough? Too challenged? Discuss ways to find alignment between what you have to offer and what you have to do — that could mean building skills, taking on stretch assignments, or training others on certain aspects of your role.

No matter how much you love your job, professional successes can mean more with a witness. Annual reviews are an opportunity for managers to let their direct reports know that they are seen, their effort is valued and their interests are considered.

Review time also offers employees a chance to point out achievements that may have been overlooked — even the most attentive manager can’t notice all the incredible stuff you do, so be sure to capture it in your self-assessment!

UCalgary is a busy place, and we’re all doing our part to enrich the campus culture and student experience — but how often do you take a step back and really look at how your day-to-day efforts help drive UCalgary forward through the Eyes High strategy?

Annual review conversations can help define — or redefine — the role that you play in the university’s broader goals so that you can better understand the impact of your work.

Make your self assessment serve you

Give the practice of self-assessment adequate thought and make the most out of this opportunity to share your successes and set yourself up for future growth and opportunity in the future.

This is not the time to downplay your achievements. Everyone likes a success story, so be detailed about what you did right and take credit where it’s due. That doesn’t mean omitting the bad stuff, though — be honest about your mistakes so you can learn from them and set yourself up to be stronger in the future.

Remember the goals and expectations you set at the beginning of the performance year? Be sure you address them in your self-assessment. If you met your goals, talk about how you pulled it off. If you didn’t, include your thoughts about why you missed the mark — focus on how to grow from your experiences rather than trying to justify your actions or make excuses.

Sure, it’s important to circle back to your goals and expectations, but self-assessments should accurately reflect the aspects of your professional year that make you most proud. Think of three accomplishments that required great effort or made a great impact and document them even if they weren’t part of your formal goals — all great work deserves recognition.

Reflect on the new skill you picked up over the last year, the project that took you into new territory, or the unfamiliar problem that you solved. Try to include one or two significant learnings in your self-assessment, along with a consideration for future growth. What can you do to serve your learning and career goals in the next 12 months? Now is a great time to talk with your manager about navigating your career.

Skill Building for Annual Reviews

To launch an online course after enrolling, go to and go to: My Learning > Select the Course > Launch.

  1. Connect to Perform Learning Series: Annual Review Conversations

    25 minutes | Reports-to managers and MaPS employees

    Learn about the purpose and value of assessing performance, preparing for the annual review meeting, and navigating the discussion.

Annual review courses are typically offered in the winter and early spring.

  1. Preparing for Your Annual Review

    3 Hours | Employees

    Like any discussion on performance, the annual review is a two-way conversation. To get the most out of your annual review, proper preparation is key. In this 3-hour workshop, participants will explore how to prepare for their annual review meeting.  By the end of this course, you will be able to:

    • Describe the role of the self-assessment for annual reviews and use it to prepare for your meeting
    • Practice your responses to performance feedback
    • Confidently participate in your next annual review meeting
  1. Preparing for Your Review

    26 minutes | Employees

    Learn how to prepare for your performance review with these tips from Dr. Todd Dewett.

  2. Performance Review Foundations

    2.5 hours | Managers

    Learn how to make performance reviews more useful and motivating and less stressful for both you and your employees. 

  1. Guide for Annual Reviews

    Reports-to managers

  2. Leadership Competency Worksheet


  3. Core Competencies Worksheet

    Support Staff

  4. Paper Self Assessment

    For employees without an online performance document, or without access to a computer, use this template to complete a self-assessment.

    Managers can request an online document for employees who don't have one.

  5. Paper Manager Assessment

    For employees without an online performance document, use this template to complete a manager assessment.

    Alternatively, managers can request an online document for employees who don't have one.

  6. Manager Goal Setting Toolkit

    Setting goals for your whole team (whether it’s a team of two or twenty-two) sets the stage for a successful year, helps employees make meaning of their work, and can improve productivity and retention.

  7. Managers: Conducting Performance Review Meetings by Videoconference

    Access helpful information for holding your performance review meetings remotely, by videoconference.

  1. Launching and Completing the Annual Review

    Managers of Support Staff or MaPS

  2. Reopen Performance Document

    Managers of Support Staff or MaPS

  3. Navigating to Your Performance Documents

    Support Staff and MaPS

  4. Completing the Annual Self-Assessment

    Support Staff and MaPS

  1. Completing Online Annual Self-Assessment for MaPS


  2. Completing Online Annual Self-Assessment for Support Staff

    Support Staff

  3. Completing Online Annual Assessment for MaPS

    Managers of MaPS

  4. Completing Online Annual Assessment for Support Staff

    Managers of Support Staff