Research has shown that effective performance management drives employee behaviors that align with organizational goals and objectives. By clarifying expectations, recognizing high performers, addressing performance issues, and identifying developmental needs, performance management systems can drive improved employee performance.1 The university is best served when it supports employees to meet their career and professional goals while at the same time maintaining a high-performing workforce. Employees are best served when they receive ongoing feedback on their performance and career growth.
This policy applies to full- or part-time Academic and University Staff employees with a defined or anticipated appointment greater than one year, Limited Appointees, and Faculty members who supervise other employees.
This policy will be followed by managers and supervisors of these employment groups. It is the responsibility of the dean’s or director’s office of each division (including schools and colleges) to ensure that this policy is followed. Although the performance management policy is not required for all employee categories, these activities are best practices and are therefore encouraged for every employee, regardless of category.
Note: This policy does not govern probationary employment or the terms of an initial evaluation period at the university. Probationary and initial evaluation periods are governed by ASPP 2.04 (“Periods of Evaluation”) and ASPP 2.08 (“Probationary Appointments”). This policy does not cover the evaluation of Faculty. The processes for reviews of probationary Faculty and for post-tenure reviews are addressed by FPP 7.32 and II-106 (Policy on Review of Tenured Faculty).
The University of Wisconsin–Madison is committed to supporting all employees to meet their career and professional goals, as well as supporting the university’s need to maintain a high-performing workforce. Performance management is comprised of frequent informal conversations consisting of coaching, feedback and support to employees about their work, needs, and accomplishments related to the duties and expectations of their positions. These activities will result in supervisors conducting annual performance evaluations documenting those conversations. Effective performance management strategies position the university to provide employees with developmental opportunities, better recognize performance that exceeds expectations, and support employees who need to improve performance. Documenting outstanding performance will support employee recognition.
The Office of Human Resources (OHR) supports the campus in the implementation of this policy through a variety of approaches, including providing professional development and supporting tools and resources.
The performance management policy is closely linked to the following UW–Madison policies: Recruitment, Assessment, and Selection of Academic, Faculty, Limited, and University Staff Employees and New Employee Onboarding.
Each division is required to develop, implement, monitor, and maintain a performance management program for the employee groups listed above (“Who This Policy Applies To”). Subject to OHR approval, each division has the flexibility to develop a program or multiple programs that best meet the needs of its particular environment, within the parameters of this policy. At a minimum, each program needs to include the following:
Supervisors and managers must complete all required performance management activities in accordance with this policy in order to be eligible for certain pay adjustments.
OHR maintains online resources to support the campus community in developing, implementing and continuing to support the performance management process.
College/School/Division HR maintain documentation and templates that are specific to their program design and processes.
OHR will evaluate the effectiveness of the policy, training, and support tools after each of the first two years the policy is in effect.
|Office of Human Resources (OHR)||
|Deans and Directors||
1 Martinez, Veronica. "What Is the Value of Using Performance Management Systems?" Cranfield University, 8 Nov. 2005.