Dina Kadry

My Performance Journey – End of Year Cycle FY19


It is time for the end of year performance review.

The performance evaluation enables staff members and managers to look back at the total year’s performance, to review and evaluate accomplishments, in addition, to determine areas of development and set clear goals for the future leading to the ongoing professional development of the AUC community as a whole.
Below you will find a quick guide for the end of year performance evaluation phase to help refresh your information about what is expected from you as a staff member or a manager.
This performance cycle of FY19 will apply only on employees whose hiring date is earlier than February 1, 2019. FY20 Performance Management Cycle will include all hired employees later than that date.

Your Quick Guide to My Performance Journey FY19


1. Performance Management Process Stages and Timelines

    Performance Management Process is an evaluation rating process between staff and managers in which HR acts as a strategic partner.





    A process in which staff evaluates and rate themselves against their yearly objectives set on the SuccessFactors System

    April 15 – May 9, 2019

    Manager Evaluation

    A process in which direct line managers rate their staff’s performance on SuccessFactors System in each of their areas/schools/departments and manage the performance management discussion meeting

    May 12 - May 26, 2019


    A process in which direct line managers, HR and distribution owner finalize the performance appraisal ratings and the expected distribution range of their areas/schools/departments

    May 30– June 26, 2019

    Employee final rating Acknowledgement

    A process in which staff knows their final rating and press on the acknowledge button on the system

    June 26 – July 1, 2019

    Manager Sign off

    A process in which managers sign off only the acknowledged forms of their subordinates as a final step for cycle closure by pressing on the Sign off button

    June 26 - July 4


    For forms that missed the acknowledgment by the employee or the signing off by the manager, before the deadlines above, the system will automatically sign them as approved by both parties.


    2. Performance Management Awareness Sessions (For Staff and Managers)

    Performance Awareness Sessions will be conducted in training Room GO7, administration building, ground floor for both staff and managers.



    Time Slot

    Monday, April 15, 2019

    Session 1 (Staff)

    10:00 am to 11:00 am

    Session 2 (Staff)

    12:00 pm to 1:00 pm

    Session 3 (Managers Only)

    02:00 pm to 3:00 pm

    Tuesday, April 16, 2019

    Session 4 (Staff)

    10:00 am to 11:00 am

    Session 5 (Staff)

    12:00 pm to 1:00 pm

    Session 6 (Managers Only)

    2:00 pm to 3:00 pm

    Wednesday, April 17, 2019

    Session 7 (Staff)

    10:00 am to 11:00 am

    Session 8 (Managers Only)

    12:00 pm to 1:00 pm

    Thursday, April 18, 2019

    Session 9 (Staff)

    10:00 am to 11:00 am

    Session 10 (Managers Only)

    12:00 pm to 1:00 pm

    Monday, April 22, 2019

    Session 1 (New York Staff)

    3:00 pm to 4:00 CLT

    Session 2 (New York Managers Only)

    4:00 pm to 5:00 CLT


    3. Performance Management - Rating Scale Definition and Guidance Distribution Range

    The following guidelines explain the performance expectation from each rating level on the overall rating for AUC Staff Performance Evaluation and expected distribution range. Percentages may vary depending on a headcount and highly indicated achievements and initiatives.

    Rating Scale Definitions

    Expected Distribution Range



    Performance represents a level of efficiency that is rare and unusual. An appraisal at this level requires thorough documentation, notes, and remarks.



    Exceeds Expectations

    Performance exceeds expectations, but not to the extent that it would be considered rare and unusual



    Meets Expectations

    Performance is good/acceptable on the level expected from a trained, experienced, and successful employee abiding by AUC high standards.



    Needs Improvement

    Performance consistently failed to meet expectations in one or more essential areas of responsibility and/or one or more of the most critical goals were not achieved.




    The performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not achieved.



    4. Performance Discussion Guidelines

    Tips and Guidelines for Employee’s Rating and Performance Discussion

    Self-Rating: Rate yourself against your objectives on the SuccessFactors system and list your accomplishments with examples
    • Provide your manager with information on your accomplishments against goals and objectives
    • Provide your manager with specific examples of what you have done particularly well and where you would like to improve
    Objectives Rating Discussion: Meet and discuss the year performance
    • Discuss each objective and its rating
    • Make the discussion easier by asking questions like, “what else could I have done to improve X” or “Do you have any suggestions for me?” then listen carefully
    Individual Development Plan (IDP) Discussion: Discuss and record your development plan on the system
    • Share progress you have made toward your own development plan with your manager
    • Find out how your manager can support you in accomplishing your development goals for the next year
    • Record the final agreed upon development plan on the system
    Complete the discussion
    • Thank your manager for his/her feedback. Recommit yourself to seek excellence the following year

    Tips and Guidelines for Manager’s Performance Discussion

    Manager's Review
    • Review employee self-submitted rating
    Schedule a meeting
    • Ask your employees to come prepared to discuss the major accomplishments achieved during the year and recap on comments discussed during the mid-year review (if any)
    Meet and discuss performance to date
    • Share with the employee what goals you think they have done effectively during the year. Also, tell the employee what goals you would like them to focus on for the next year
    • Provide specific, behavioral examples of what the employee is doing particularly well, and examples of anything that needs to change or improve
    • Set or discuss personal development plan on areas that need to improve in the job, and make sure that is recorded on the system
    • Ask the employee questions such as: “How the job is going?”, “What’s going well?” and “What needs to be improved?” This can foster a productive conversation about the work and their performance
    Complete the discussion
    • Thank the employee for their hard work and encourage them on their work for next year


    5. Resourceful Links

    Appraisal Forms (Level 1-6 only)

    Performance Appraisal Form (Levels one to six) - English 
    Performance Appraisal Form (Levels one to six) - Arabic 


    Contact Us

    For inquiries, please contact the following focal points:

    Process Owner:

    Mona Esmail, Senior Director - People Capability                 

    HR Business Partner – Academic        

    Sherif Nawar, Senior Director

    Nahed El Faransawy, Senior Officer

    HR Business Partner – Support Functions

    Mohamed Ibrahim, Director

    Mohamed Darwish, Senior Officer

    HR Business Partner – Grants              

    Reham El Mezeini, Director

    Yasmine Abdelgawad, Senior Specialist