University Staff Policies and Procedures

SUBJECT: Performance Management
Original Issuance Date: July 1, 2015

Effective Date: July 1, 2015
Last Updated: May 18, 2015
Next Review: July 1, 2016
The purpose of this policy is to establish a consistent performance management process that provides UW-Parkside University Staff employees with clear objectives, ongoing and valuable feedback, professional development, and recognition for work well done.  The goal of this process is to ensure that employees’ job performance is in alignment with the UW-Parkside institutional mission, values, and objectives.

Under Wis. Stat. & 230.37 and Wis. Admin. Code & ER 45.03, state agencies must have an employee evaluation program that meets the following requirements:
  • Communicates to employees the intent and purpose of performance evaluation.
  • Informs employees of the performance standards that will be the basis for evaluating performance.
  • Incorporates both a formal annual review and ongoing informal performance discussions and periodic appraisals.
  • Human Resources Office maintains documentation of performance evaluation reviews.
  • Human Resources Office ensures that supervisors receive orientation and training in the performance evaluation process.
Please see the Definitions Operational Policy for a list of general terms and definitions.

Definitions Specific to this Policy:


“Performance evaluation” means a continual process of identifying, measuring and developing job related employee performance.  

“Performance management” is a continual process of establishing expectations, ongoing coaching and feedback, and measuring outcomes in formal performance evaluations.

A “calendar day” excludes legal holidays in all cases

All UW-Parkside University Staff employees will participate in the performance management process.  The purpose of this policy is to provide a framework for the process that will foster continued improvement in the work performance of UW-Parkside employees and serve as a component in the determination of merit-based salary adjustments for University Staff employees.  
  1. Supervisors are to be formally trained to evaluate performance.
  2. Supervisors are to  apply performance ratings in a fair and consistent manner
  3. Employees are evaluated on work that meets the needs of the University and is mutually agreed upon with their supervisor.  Employees and Supervisors are to identify and discuss expectations to ensure clarity of goals, responsibilities, and alignment with University needs.  
  4. The performance management process will include a review of the position description, review of annual goals and objectives, review of accomplishments and goals to be completed, and review of professional development and/or service activities.  
  5. Supervisors are expected to give employees regular, continuous informal, and effective feedback to enhance employee success
  6. Performance Evaluations are to be completed annually for all University Staff and every 90 days for Probationary University Staff 
  7. In the event an employee performance does not meet expectations, the supervisor’s explanation must be timely, clear and concise. .
  8. An employee may not appeal a performance evaluation but may submit a written rebuttal, which will be attached to the evaluation.
  9. Completed evaluations must be maintained by Human Resources Office.
  10. The Human Resources Office will maintain the official personnel file for each employee.
Annual performance evaluations are to be conducted according to the following schedule:
  1. Human Resources Office to send performance evaluation materials to supervisors on or before December 1st of each year.
  2. Supervisor sends completed template to employee on or before February 1st of each year.
  3. Employee has two weeks to review and complete self-evaluation.
  4. One-on-one meeting between supervisor and employee is scheduled to discuss and finalize performance evaluation with a completion date on or before March 1st of each year.
The result of performance evaluation is a critical component in determining salary increases both as part and outside the pay plan.  The Chancellor, in alignment with UWSA policies and practice, shall have in place for all staff a salary evaluation system, the results of which can be a factor to be considered for pay plan purposes. 

For further details, please refer to Operational Policies TC 4, Regent Pay Plan and Supplemental Pay Plan Distribution, TC 3, Compensation Structure and Tools and UPS Operational Policy HR 5.

The Human Resources Office and the University Staff Committee will share joint responsibility for evaluating the effectiveness of this policy by conducting yearly reviews of this Performance Management Policy.   The Human Resource Office may provide procedural assistance for employees if needed. 

Wis. State & 230.37, Standards of Performance and Ratings

Wis. Admin. Code Chapter ER 45, Employee Performance Evaluation

UPS Op: HR1 Job Security

UPS OP: HR 5 Performance Management

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