Performance Management

The University of Wisconsin System is committed to a performance management system that fosters and acknowledges excellent employee performance. Performance management should be conducted with fairness and transparency, and should also include opportunities to discuss and plan for employee career development.

Effective performance management aligns the efforts of supervisors and employees with departmental and university goals, promotes consistency in performance evaluation, and helps employees to perform at their best. The employee, the supervisor, and the UW institution are critical members of a partnership that ensures effective performance planning, assessment, and coaching.

For more information on performance management, please review the Guidelines for Supervisors, Guidelines for Employees, and Review Steps, as well Wis. Stat 230.37, which provides guidelines for performance management programs within UW System.

The purpose of a performance management process is to provide UW System employees with clear objectives, ongoing and valuable feedback, recognition for work well done, and discussion of professional development goals. Managers and supervisors should clearly communicate the goals of the individual work units to better engage employees and ensure understanding of assigned job responsibilities.

A performance evaluation and review process is an important component of this objective and an integral part of the supervisor-employee relationship. It is essential that supervisors understand the evaluation process and give it the required attention. The three primary objectives of the performance evaluation process are:

  • Assessment of the employee’s past performance over a specified period of time,
  • Provision of constructive feedback which will enable the employee to improve job performance, and
  • Establishment of goals and objectives for future growth.

Employees will be evaluated based on the performance of assigned duties and responsibilities relative to prescribed performance criteria. In an effective performance evaluation, the supervisor will use first-hand knowledge of the employee’s performance. The supervisor may also use the employee’s self-evaluation and feedback from other employees with whom the employee interacts.

Please review the information located in Review Steps in order to better understand the performance evaluation review process.

The purpose of a performance management process is to provide UW System employees with clear objectives, ongoing and valuable feedback, recognition for work well done, and discussion of professional development goals.

The performance management process in an important opportunity for you, the employee, to document progress toward your goals and competencies. It helps employees to better understand what is expected of them, how well they are performing the duties of their positions, and how they contribute to the University of Wisconsin System’s mission. Also, this process enables managers to measure whether their employees are functioning successfully in their positions, serves as a basis for coaching and rewarding employees, and it gives managers information which can be used to motivate their teams from year to year.

The annual performance evaluation is just one part of an ongoing series of conversations you and your supervisor should have regarding your performance.

Please review the Review Steps page in order to better understand the performance evaluation review process.

The following list is an outline of the basic steps which should be followed when evaluating employee performance. Check with your local Office of Human Resources for any institution-specific requirements.

Steps for the Performance Evaluation Review Process:

  • A performance evaluation is to be completed on an annual basis.
  • It can be helpful to ask employees to provide their own perceptions of their performance prior to formal completion of evaluation form.
  • The supervisor is encouraged to utilize their institution’s performance evaluation form(s) or a comparable format.
  • The supervisor will meet with the employee and review the completed evaluation form(s). The supervisor should consider any comments from the employee regarding the evaluation and may amend the evaluation if desired.
  • Although an employee cannot appeal a performance evaluation, the employee may submit a written rebuttal to the evaluation within 3 business days. The rebuttal needs to be attached to the performance evaluation.
  • The completed evaluation form, including a timely employee rebuttal, is to be forwarded to the Office of Human Resources and Workforce Diversity or the appropriate UW Institution Office of Human Resources for inclusion in the employee’s official personnel file.