Performance appraisals are dedicated times throughout the year where faculty and staff reflect on what is going well and areas for potential growth in the future. Some types of appraisals are rated and recorded as part of an employee’s record, while others are less structured. Any performance conversation, whether formal or informal, can help us assess the past, plan for the future and move forward together.
Progress check-ins are dedicated times throughout the year where administrative, service and support staff and their supervisors systemwide discuss what’s going well and areas for potential future growth.
Check-ins happen incrementally during the course of a year, one of which is rated, and include two components: 1) a self-review and 2) a supervisory assessment. These components are completed and recorded in the ePerformance module hosted in myHR. Applicable staff and their supervisors receive automated reminders (to their university email account) regarding each step of the process throughout the year.
Check out the full set of progress check-ins information and resources, including schedule, rating scale and access to an instructional training module, on the UM System ePerformance Progress Check-Ins webpage.
It is encouraged that supervisors and newly-hired direct reports check in at the end of the direct report’s probationary period (usually around the six-month mark).
This conversation can provide direct reports with actionable feedback and serve as a preview of the Progress Check-Ins that occur three times a year between employees and managers. Any performance conversation, whether formal or informal, helps each of us assess how work has gone so far, as well as plan for the future so we can move forward together.
Sample Appraisal Form and Guidelines
The university does not mandate a particular method for probationary appraisals, but the following resources may be helpful for guiding a conversation.
Probationary Period Extension
Probationary periods can be extended under certain circumstances, and a supervisor may wish to conduct additional appraisals. To learn more, take a look at the HR Policy Manual HR-109 Probationary and Qualifying Periods, or visit the Probationary Period Extension webpage for information on processing.
Academic positions follow a performance evaluation structure that’s different from staff. Each school or college has similar steps for the annual evaluation but may use different forms and all tenured, tenure-track, and ranked non-tenure-track faculty complete reviews.
The full process, including timelines and forms, is described on the Office of the Provost Annual Reviews in myVITA webpage. For additional information, consult Collected Rules and Regulations, Section 310.015 Procedures for Review of Faculty Performance.
Coaching direct reports is a key component of being an effective supervisor, providing an opportunity to maintain engagement with direct reports, unlock potential in team members, as well as correct performance issues using a growth mindset.
Visit the UM System ePerformance Progress Check-Ins webpage for helpful resources in completing assessments for direct reports, as well as coaching for engagement and tips for providing feedback.
Policies and Rules
Full provisions related to performance evaluations are available in the following rules:
HR Policy Manual
Collected Rules and Regulations