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The performance review calendar includes two scheduled Progress Check-In discussions throughout the course of the fiscal year, with the second check-in including a manager rating:

• First Progress Check-In: Mid-fiscal year discussion
• Second Progress Check-In: End-of-fiscal year discussion and ratings

The mid-year unrated Progress Check-In forms should be saved in ePerformance by December 20, 2024.

Units can set their own internal deadlines for the self-review and manager assessment as long as Progress Check-Ins are saved and submitted in ePerformance by December 20, 2024. Suggested dates for each step are provided in ePerformance, but please connect with your supervisor to confirm deadlines for your unit. 

• Nov. 14: ePerformance opens in myHR
• Dec. 2: Self-review submitted
• Dec. 20: Manager assessment saved/submitted

The Progress Check-In includes: 

1. Self-review, completed by the employee via the myHR ePerformance tile.  
2. Manager assessment, completed in ePerformance following the employee self-review. 
3. Employee and manager meeting to discuss both the self-review and the assessment.
4. Opportunity for final comments from the employee once the progress check-in meeting occurs.  

Areas of Review 

Both the self-review and manager assessment portions of the Progress Check-In have three areas to review: 

• Successes and accomplishments
  • What has the employee achieved/completed since the last Progress Check-In?
  • What is working well and helping the employee meet their goals/objectives?
• Concerns and growth opportunities
  • Has the employee experienced any challenges in meeting their goals?
  • Are there any professional concerns or developmental opportunities?
  • Are there any changes to these goals that the employee or manager should consider?
• Next Steps
  • What are the next steps for the employee and the manager?
  • What assistance does the employee need to accomplish their steps?

Accessing ePerformance

Both the employee and manager steps of a Progress Check-In are performed in myHR.  

1. Log in to myHR (myhr.umsystem.edu). 
2. On the myHR: Employee Self Service homepage, click the Performance tile. 
3. Access current Progress Check-In documents and evaluations of others via the left-hand menu. 
   • See the (PDF) for detailed instructions on completing self-reviews and manager evaluations. 

Employees and managers will receive additional instructions via email, as well as notifications throughout the process to confirm completion and reminders of next steps.

The last Progress Check-In of each fiscal year will include self ratings, manager ratings and a section for an overall summary. Ratings should reflect the level of performance for the entire fiscal year using the following scale:

• 1: Needs development – Does not consistently meet all expectations. Additional direction and support are required/needed.
• 1.5: Reliably delivers (-) – Frequently needs additional direction and support beyond that which would be expected in the role.
• 2.0: Reliably delivers – Consistently meets expectations. Might exceed some expectations. Requires little to no additional direction to achieve established responsibilities.
• 2.5: Reliably delivers (+) – Frequently delivers beyond that which would be expected in the role.
• 3.0: Consistently exceeds – Consistently exceeds or delivers beyond expectations. Influences others to perform better.

As employees and managers complete Progress Check-Ins, especially those that require the annual rating, there are a few things we encourage they take into consideration and utilize as part of the process. Consider:

• The expectations of the position;
• The university's competency models, the èßäappSystem Success Factors and/or Leader Competencies;
• Competencies for the professional field (links to some associations can be found on the Success Factors and Other Competency Models webpage); and
• The values and goals of the university

Building a Performance Culture Training

Staff and managers can access the training module in Percipio to learn about how our university can work together toward build a culture that emphasizes consistent communication and accountability. This training is designed to help staff and managers understand how to:

• Develop shared responsibility between managers and employee
• Understand the importance of feedback, both positive and development
• Reflect on what you’ve learned and apply it to the Progress Check-In process 

Self-Review

• (PDF)
• (3 minutes)
• Success factors and other competency models

Employee/Manager Progress Check-Ins

• (3 minutes; Percipio)
• (3 minutes; Percipio)
• (PDF)
• (26 minutes; Percipio)

Employee Comments (optional) and Sign Off

• (7 minutes; Percipio)
• (6 minutes; Percipio)

Technical Instructions

Employees and managers can access step-by-step technical instructions using the (PDF).

Building a Performance Culture Training

Staff and managers can access the training module in Percipio to learn about how our university can work together toward build a culture that emphasizes consistent communication and accountability. This training is designed to help staff and managers understand how to:

• Develop shared responsibility between managers and employee
• Understand the importance of feedback, both positive and development
• Reflect on what you’ve learned and apply it to the Progress Check-In process 

Manager Assessment for Each Employee

• (PDF)
• (PDF)
• (PDF)
• (27 minutes; Percipio)
• (23 minutes; Percipio)
• (25 minutes; Percipio)
• Success factors and other competency models

Employee/Manager Progress Check-Ins

• PRACTICE: AI Conversation Simulator
  • (8 minutes; Percipio)
  • (8 minutes; Percipio)
• (PDF)
• Coaching worksheet (PDF)
• Feedback worksheet (PDF)

Technical Instructions

Employees and managers can access step-by-step technical instructions using the (PDF).