Like most employees, you want to do well in your job. In order to do that, you need a clear understanding of what is expected of you. You may also need support and training to meet those expectations.<\/p>\n
Performance management isn\u2019t simply a once-a-year evaluation. Good performance management is a continuous, positive collaboration between you and your supervisor. By staying connected with your supervisor all year round, you can make adjustments to your work performance as needed, and your supervisor can assess and support your performance and ability to meet your annual goals.<\/p>\n
You and your supervisor should have a discussion about your work goals for the upcoming year. You should expect to have this discussion around the time of your annual performance review for the previous year.<\/p>\n
The discussion may include:<\/p>\n
You and your supervisor should document your goals and any necessary professional development. Make sure you get a copy of this document so that you can refer to it over the next review period.<\/p>\n
If you don\u2019t understand any of your goals or expectations, be sure to clarify them with your supervisor.<\/p>\n
New classified non-union and contract covered staff employees, or current classified non-union and contract covered staff employees moving to a new position, are usually required to serve a probationary or trial service period. The length of this period is determined by the applicable collective bargaining agreement or employment program.<\/p>\n
Be sure that you understand the goals and expectations you need to meet in order to successfully complete this period and transition to permanent status.<\/p>\n
Professional staff don\u2019t have a probationary or trial service period; instead, they serve on an \u201cat will\u201d basis, which means that their appointment can be modified or ended for any reason that does not unlawfully discriminate against the employee or violate public policy.<\/p>\n
Meet with your supervisor throughout the year, formally or informally, so that you can receive timely and regular feedback about your performance. These meetings can also be a great time to discuss any additional support or training you need to accomplish your goals.<\/p>\n
If your goals change over the course of the year, ask your supervisor to document the changes.<\/p>\n
Keep track of your achievements and professional development during the year, particularly accomplishments related to your annual goals. This information can be helpful when it is time for your annual performance review.<\/p>\n
Performance reviews typically take place annually.<\/p>\n
Your annual review has two parts: a written evaluation and a one-on-one meeting with your supervisor to discuss the evaluation.<\/p>\n
For the annual performance review, pull out the notes you have been keeping on your achievements over the review period. These notes can be a useful aid if you are asked to complete a self-evaluation. If no self-evaluation is required, offer to summarize your achievements for your supervisor. Remembering all the accomplishments of multiple employees is challenging. Your supervisor may appreciate a reminder\u00a0when writing your evaluation.<\/p>\n
Your department may have a standard form for performance evaluations. Ask your supervisor for a blank copy of the form so that you can better understand how you are being assessed.<\/p>\n
Evaluation forms typically cover the following topics:<\/p>\n
For many employees, the face-to-face performance discussion is the most stressful work conversation they\u2019ll have all year. But remember that your supervisor wants you to succeed at your job. If you and your supervisor have been communicating openly and frequently all year round, nothing in your evaluation should come as a surprise.<\/p>\n
Ask your supervisor if you can read the written evaluation prior to the meeting. This gives you time to consider the feedback and gather your thoughts before talking in person with your supervisor. And you should have the opportunity to provide input before the written evaluation is finalized.<\/p>\n
After you and your supervisor have discussed your evaluation, both of you need to sign the form. Your evaluation is stored in your departmental personnel file for three years.<\/p>\n
Your signature simply means that you have read the document. Signing your evaluation form does not mean that you agree with what has been written.<\/p>\n
If you disagree with any part of your evaluation, you can write a letter of response, detailing your view of your performance and how it differs from the evaluation. Check your employment program or collective bargaining agreement for the appropriate process to express disagreement with your evaluation. Additionally, you can contact the University\u2019s Office of the Ombud<\/a> if you would like support in presenting your concern.<\/p>\n Once the annual performance review is completed, you and your supervisor should develop and document goals and expectation for the next 12 months.<\/p>\n UW collective bargaining agreements<\/a><\/p>\n Professional Staff Program<\/a><\/p>\nMake a new plan<\/h4>\n
Additional resources<\/h4>\n
Sample performance review forms<\/h5>\n
Classified non-union staff<\/h6>\n
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Contract classified<\/h6>\n
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Professional staff<\/h6>\n
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UW Medicine (except SOM)<\/h6>\n
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UW policies<\/h5>\n
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Civil service rules (classified non-union staff)<\/h5>\n