Mid-Year Check-In Instructions

Performance management is a year-round process, and requires much more than one conversation each year. The annual performance discussion is one of the most important of those conversations, and it provides an opportunity for employees and managers to have a focused discussion about the employee's performance, position, and role in the department. It is also an opportunity for the manager to hear valuable feedback from the employee.

In response to feedback from employees and managers about the length of time between annual performance discussions being too long to account for performance-related updates that may occur during the year, we have provided the Mid-Year Check-In Form as an additional tool for managers to facilitate and memorialize mid-year performance update discussions. The Mid-Year Check-In Form should be retained within the employee's department and does not need to be submitted to HR. Employees and managers are not expected to sign the form.

While the Mid-Year Check-In Form is designed to be user-friendly with little instruction necessary, this document provides a brief overview. The form helps managers to coach and develop employees in areas that may have evolved over the course of the year and enables employees and managers to update the status of existing performance goals or introduce any new goals. All boxes in the form will expand as you type. You may contact your HR Consultant with any additional questions about the mid-year check-in process.


This section may be used to summarize the employee's overall performance, recognize accomplishments, or describe progress made in areas that have been indicated to the employee as needing improvement.


Describe the status of goals or objectives set during or since the annual evaluation. Resources for employees and managers in setting performance goals can be found on our Performance Evaluation Process webpage.


Describe the status of any training and development opportunities or recommendations indicated in the annual evaluation or identified in the meantime. In addition to training that will help the employee build personal effectiveness or explore areas of professional development, consider training that will benefit an employee as a member of the broader Dartmouth community, such as seminars or workshops about diversity and inclusion and appreciating and valuing difference.


The employee comment section is optional for the employee. Employees may wish to add comments to the form, or they may attach a separate document with their comments, or may choose not to comment.