Performance management at Sandia is a critical business process. It ensures you – working with your manager – set meaningful and measurable goals and track progress toward your career’s “Eureka!” moments.
The process encourages an ongoing conversation about performance and development between you and your manager.
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Sandia Performance Criteria
Sandia uses a mix of the following criteria to give you a comprehensive picture of your performance against your stated goals.
Your manager uses the 9-Block assessment to evaluate your overall performance for the year, including your results against goals and how you demonstrated the 8 Sandia Behaviors.
Refer to HR Solutions for more details about how this works, and the criteria we use.
The 8 Sandia Behaviors are directly in line with supporting Sandia’s values. Be sure to review the 8 Sandia Behaviors through HR Solutions.
When assigning your 9-Block rating at year-end, your manager will consider – and provide written feedback on – how you demonstrated each of the 8 Sandia Behaviors during the performance year using the following categories: always, frequently, sometimes, or rarely.
You will start the process with establishing SMART goals for 2020.
Oct. 19 – Nov. 6
Employees should review the Sandia Standard Goal and begin inputting additional SMART Goals into ePerformance. Employees and managers meet to review SMART Goals and discuss any changes or additions. FY20 block ratings may be shared during this meeting.
Managers approves SMART Goals and closes the checkpoint in ePerformance.
You and your manager will work together to assess your mid-year accomplishments and complete the mid-year review checkpoint in April.
You and your manager can begin sending mid-year feedback requests and entering mid-year results through ePerformance once your document is in mid-year status.
Last day for employees and managers to send mid-year feedback requests by 5:00 p.m. MST.
Deadline to respond to requests for mid-year feedback by 5:00 p.m. MST.
Mid-Year Review checkpoint completed:
You input and submit mid-year results;
edits, completes, deletes, and adds goals as
Your manager reviews your accomplishments,
inputs performance feedback, and adds
comments about received feedback.
You and your manager meet to discuss
mid-year accomplishments and assessment then
closes the checkpoint in ePerformance.
You and your manager will work together to assess your year-end accomplishments and complete the year-end checkpoint in October.
Employees and managers may begin sending Year-End feedback requests through ePerformance if the employee’s document is in year-end status.
July 1 – Aug. 31
Active, regular, non-represented employees new to Sandia hired on or after this date will be given a “new” rating for FY20.
Last day for employees and managers to send year-end feedback requests by 11:59 p.m. MST
Last day for employees to submit year-end results (self assessments) by 11:59 p.m. MST
Aug. 17 – Sept. 16
Performance Management Resource Reviews.
Freeze date for performance and compensation. New employees hired after this timeframe are not included in the FY20 performance and compensation cycle.
Last day to respond to requests for year-end feedback by 11:59 p.m. MST.
Employees and managers meet by this date to discuss year-end accomplishments (performance results, behaviors, and feedback).
Manager write-ups due at 11:59 p.m. MST.
All documents must be in “approved” status in ePerformance by 11:59 p.m. MST.
We start the performance management process with setting goals for the performance year. This helps you and your manager establish expectations and think ahead about how your work will contribute to Sandia’s results and to your team’s contributions.
We encourage you to consider what you’ll focus on, how you’ll work, and where you might stretch, develop, and grow.