Close menu Resources for... William & Mary
William & Mary W&M menu close William & Mary

Annual Performance Summary

The annual performance summary is for all staff and is conducted in Cornerstone (faculty and hourly staff are not included). After logging into Cornerstone, please click the green "My Tasks" button and then click the task to start the annual performance summary.

The performance summary review period covers May 1, 2022 through April 30, 2023.

Access Cornerstone

Table describing annual performance questions, steps in Cornerstone, co-planner setup, and navigation videos
2022 - 2023 Annual Performance Summary

The performance summary contains three parts. These are the sections the employee, supervisor, and indirect manager will see in Cornerstone.

Employees, supervisors, and indirect managers can save a draft of their responses to the annual performance summary. Carefully review your responses before clicking the Submit button, which advances the summary to the next person.
Part 1: Performance Assessment (Employee and Supervisor to Complete)
  • Provide a summary of performance. Information may be taken from previous check-in conversations. One to three paragraphs should be provided outlining the employee’s performance during the summary review period.
  • If the employee was hired after January 1, 2023 or transferred from another state agency, please enter "Not applicable" in the comments.
  • If the employee is retiring or terminating, the supervisor should still complete the assessment.
Part 2: Performance Planning for 2023-2024 (Employee and Supervisor to Complete)
  • Provide the training and development plan. Examples include attending a conference, participating in leadership training classes, mentoring opportunities, having stretch assignments, and/or obtaining certifications.
  • Provide expectations and measures. There are six available boxes for recording expectations and measures, but only three are required. Examples include cross-training three subordinates, reducing department expenses by 10%, or increasing accuracy in data entry by 20%.
Part 3: Performance Ratings (Supervisor to Complete)
  • Did the employee meet performance expectations for 2022-2023? If the employee was hired after January 1, 2023, was off work due to medical or other reasons most of the performance year, or transferred from another state agency, please select "N/A" and enter an explanation in the comments.
  • Did the employee demonstrate exceptional performance with regard to one or more performance expectations? If so, please provide details regarding their exceptional performance to include actions performed by the employee, outcome of their efforts, and impact to the organization.

Steps and Due Dates within Cornerstone
Performance Summary Steps
Steps and Expected Actions Due Date Special Notes
1. Employee clicks on My Tasks button within Cornerstone. Employee submits performance summary for the review period and a performance plan for the next year. March 26 This is an optional step and is open to employees starting March 13.

2. Supervisor reads and comments on performance summary.

Supervisor provides two ratings and justifications for the ratings for the review period.

Supervisor reads and comments on future plan.

Supervisor electronically signs and submits. Supervisor can insert comments, which are later visible to the Employee and Indirect Manager.

April 21

Supervisors may begin reviewing summaries at any time after employee submission. Employees have until March 26 to complete the self-assessment.

If the employee did not meet expectations, the supervisor should contact for a performance improvement plan.

Wrong supervisor appears? See more information about Co-Planners below.

3. Indirect Manager approves the summary, plan, and ratings.

Indirect Manager electronically signs and submits. Indirect Manager can insert comments, which are visible to the Employee and Supervisor.

Indirect Manager can reopen the previous step to Supervisor if changes are needed.

April 30

Indirect Manager has view-only access.

Indirect Managers may begin reviewing summaries at any time after submission by the supervisor. Supervisors have until April 16 to complete their section.

Upon approval by the Indirect Manager, the summary will be returned to the supervisor. The supervisor should schedule a meeting to discuss the summary with the employee and submit to the next step for the employee's signature.

Please note, if the supervisor does not release the summary to the employee, it will be automatically sent on May 5.

Wrong indirect manager appears? See more information about Co-Planners below.

4. Employee electronically signs. Employee must submit the summary for finalization.

Employee can view all comments made by Supervisor and Indirect Manager.

May 10

The employee can decline to sign but must submit the summary for finalization.

The appeal process is conducted offline with University HR. The employee should contact

Co-Planners for Supervisors or Indirect Managers

Supervisors and indirect managers may add a co-planner to a review. This allows another supervisor or indirect manager to assist with completing the performance review and is especially helpful in several situations.

Supervisors and indirect managers should coordinate with their co-planner and save their respective responses before submitting to the next step of the summary. Co-planners should not sign on behalf of the supervisor or indirect manager on the signature page.

  • Supervisor or Indirect Manager can add a co-planner when the supervisor/indirect manager is correctly assigned to the employee in Banner, but another supervisor/indirect manager oversees the employee on a day-to-day basis.
    • Directions to add a co-planner: In the upper right-hand corner, click on Options and select Add Co-Planners. Search for the name of a co-planner and confirm your selection. If you are unable to locate your desired co-planner, please see the section below.
  • University HR ( can add a co-planner on supervisor/reviewer's behalf when the:
    • Employee recently moved from a separate department to another and the previous supervisor/reviewer has a better understanding of the employee's performance,
    • Supervisor/Indirect Manager recently moved from one department to another, or
    • Supervisor/Indirect Manager is incorrectly assigned in Banner and needs correction.
    • Please provide the names for the employee and co-planner in your email.
Navigational Videos

UHR has created these videos below for employees and supervisors on navigating Cornerstone to the annual performance summary.

{{youtube:large:left|YUGyGEfDgpg,Employee Video}}

 {{youtube:large:left|6gb6vSleWUg,Supervisor Video}}