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Employee Performance

UNDERSTAND

Your ability to perform effectively in your job requires that you have and understand a complete and up-to-date job description for your position, and that you understand the job performance requirements and standards that you are expected to meet. Your supervisor should review your job description and performance requirements with you.

Performance Review Process

Performance reviews typically take place annually, but can be scheduled more frequently. Performance review processes vary depending on whether your appointment is as classified or professional staff. For classified staff covered by a labor contract, the contract establishes the performance review process requirements. The following table provides links to information about the performance review process and a summary of some information about the process.

Performance Management Process Summary
  Process Evaluation Time Frame Form
Contract Classified Staff

See "performance evaluation" in the appropriate contract

At least annually

See "performance evaluation" in the appropriate contract.

Classified Non-Union Staff

See Performance Management Policy for Classified Non-Union Staff

At least annually

Performance and Development Plan

Instructions

Professional Staff

See the Professional Staff Program

At least annually

A current performance evaluation (completed within the previous 12 months) is required to support recommendations for merit salary adjustments and in-grade or grade change salary increases.

Performance Review – Conversational Approach
-or-
Performance Evaluation – Structured Approach

Performance Evaluation – Performance Feedback

You and your supervisor use the annual performance evaluation to:

Performance That Does Not Meet Requirements

Sometimes an employee’s performance will not be consistent with the requirements of the position. If this happens, and normal coaching, counseling and/or training do not bring performance to an acceptable level, a supervisor may use the corrective action process to help constructively bring an employee’s performance to an acceptable level. The University’s corrective action process implements progressively more formal counseling, feedback, and goal setting.

ACT

Make sure you understand:

Talk to your supervisor if you are unsure of the work that you are expected to perform or the standards you are expected to meet in order to gain a better understanding of his or her expectations. If there are things you think you need help with to be successful, discuss them with your supervisor. These could be instructions, training, support/cooperation from coworkers, etc.

Throughout the year, you and your supervisor should discuss your work and address any issues that may be affecting your job performance. If you are experiencing challenges in your work that you cannot resolve on your own, seek your supervisor’s feedback and assistance. Depending on your career goals, discuss opportunities to enhance or expand skills.

Prepare for your performance review by:

  1. Documenting your accomplishments and how you did in relation to any goals that were established for your position;
  2. Noting any classes you have taken, or personal study in which you engaged, to build your skills;
  3. Reviewing how you did in relation to deadlines that may have been established for your work.

Use the conversation with your supervisor to set goals that are as specific, measurable, and realistic as possible. Also consider how you might want to progress in your job and the skills you would like to develop. Your performance review is a good time to discuss skills development and possible job progression opportunities.

The review should be completed, reviewed, and signed by the employee and supervisor. If you have a question or concern about your performance evaluation, ask your supervisor during the evaluation process.

EXPLORE

UW Human Resources offers information to help you improve your job performance.