Policies: Performance Management

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The purpose of this policy is to provide a framework for the process that will foster continued in the work performance of UW-Eau Claire university staff and provide university staff with clear objectives, ongoing and available feedback, professional development, and recognition for work well done.

1. Policy Definitions


See UW System Administrative Policy (SYS) 1225, General Terms and Definitions for a list of general terms and definitions.
Definitions specific to this policy:Performance evaluation: a continual process of identifying, measuring and developing job-related employee performance.Performance management: a continual process of establishing expectations, ongoing coaching and feedback, and measuring outcomes in formal performance evaluations of employees.

2. Policy

All UW-Eau Claire university staff will participate in the performance management process. T
his policy provides a framework for the process that will foster continued improvement in the work performance of UW-Eau Claire university staff employees and serve as a component in the determination of merit-based salary adjustments for university staff. 

The performance management system at UW-Eau Claire shall ensure that:


All university staff employees will be evaluated at least once a year in advance of the institution deadline. 
Those employees serving a probationary period will have a mid-point evaluation and a final probationary period evaluation within 30 days prior to the conclusion of their probationary period. Supervisors may conduct additional reviews as needed. 

Components of the performance evaluation process include the following:

 

3. Relationship between Performance Management and Pay Plan Implementation

The result of the performance evaluation is a critical component in determining salary increases both as part of and outside the pay plan. Each chancellor 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. The salary review should be conducted in accordance with the performance standards outlined in Recommendation #9 of the 1992 Report of the Governor’s Commission on University of Wisconsin Compensation which states salary adjustments should be awarded primarily, if not exclusively, on the basis of merit.

4. Related Documents

Wis. Stat. § 230.37, Standards of performance and ratingsWis. Admin. Code Chapter ER 45, Employee Performance Evaluation
SYS 1277, Compensation
SYS 1278, UW System Pay Plan Distribution Framework for University Workforce

5. Policy History

Reviewed by the Board of Regents, April 10, 2015