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Performance Management
Performance evaluations are completed using Cornerstone, our online performance management system.
Drop-in Support Sessions for Employees
- Wednesday, March 19, 9am - noon - W&M - Jones Hall Room 203
- Wednesday, March 19, 2pm - 5pm - W&M - Jones Hall Room 203
- Monday, March 24, 9am - 12pm - VIMS - Technology Classroom, Watermen’s Hall
- Wednesday, March 26, 9am - noon - W&M - Jones Hall Room 203
- Wednesday, March 26, 2pm - 5 pm - W&M - Jones Hall Room 203
- Friday, March 28, 9am - noon - VIMS – Technology Classroom, Watermen’s Hall
Performance Management is the foundation to set and clearly communicate performance standards and expectations. An effective performance management process will
- align the efforts of supervisors and employees with departmental and campus goals
- promote consistency in performance assessment
- motivate employees to perform at their best
- ensure fairness and transparency
The employee, supervisor, and the university are critical members of a partnership that ensures effective performance planning, coaching, development and evaluation.
Performance management is a continuous process requiring setting clear performance expectations, constructive feedback, coaching/instruction, and recognition for improvement and contributions. Effective performance management is built on the foundation of a trusting relationship between supervisor and employee that enables open two-way communication.
The performance management cycle consists of:
- Planning
- Coaching & Providing Feedback
- Completing the Annual Performance Review
Details to complete Performance Evaluations on Probationary Employees
If an employee’s probation period ends before April 30, they must complete a performance review.
- For employees who ended their probationary period January 31 or prior (3 months of working outside of probation), complete a review as normal.
- For employees who ended probationary period on February 1 or later (less than 3 months of working outside of probation), 1) only provide an overall rating; 2) attach probationary review in Cornerstone and 3) set developmental goals.
- For employees currently within the probationary period (between 3 and 6 months) will be assumed to be in the meets expectations category unless the supervisor contact UHR Employee Relations with performance concerns. Employees with a 6-month review must have a “meets expectations” to receive a merit increase.
- For employees in need of a performance improvement plan contact UHR for resources & materials.