​Performance Management


Performance management provides employees with clear objectives, ongoing and valuable feedback, professional development, and recognition for work well done. Effective performance expectations align with the institution's goals and objectives to help the institution meet its initiatives.

Achieving high-level performance through employee development is done by
  • Setting clear and clarifying expectations
  • Frequent informal conversations regarding performance (daily/weekly)
  • Annual performance reviews
UW-Stevens Point's performance review process requires an annual formal performance review for University and Academic Staff.

Formal performance reviews include written summaries of:
  • The performance review period results (compared to the employee's position description and/or goals)
  • The goals or expectations for the next performance review period
  • The summary of the supplemental review (if applicable)
  • Signatures from both the employee and supervisor stating that they have discussed the employee's performance

Written summaries should be done by both the employee and the supervisor. For convenience, use the reference guides and templates to create formal performance reviews.

Performance Review Materials

Non-instructional Staff Performance Review Policy

Instructional Academic Staff Information and Resources

For Faculty, reference department or college handbook or resources.

Performance Review Checklists

Use the appropriate checklist to stay organized and as a cover sheet for your performance review materials.

     Leadership Performance Review Checklist - for reference only; not submitted with review materials.

Initial Review (New hires or new position) or Temporary Staff

Non-instructional Staff within a new position should have an initial performance review completed prior to their probationary period (for University Staff) or initial contract period (non-instructional Academic Staff). Use the below checklist to support the initial review process. This checklist can also be used for University Staff Temporary Employees.

Performance Review - Initial Non-Instructional Staff Checklist

Supplemental Review

A supplemental review provides feedback from colleagues, students, community partners, and others to a staff member for a holistic view of their performance. All on-going non-instructional staff (NI-Academic Staff and University Staff) are expected to complete a supplemental review during their 2nd and 5th years of employment or within a new position.

Use the Supplemental Review Guide to review timelines and create a supplemental review. If needed, a Sample Supplemental Survey is available to prepare the survey.

Supplemental Review Fall 2019 through 2020*

* Note: If an individual is up for promotion, a supplemental review is needed within the last 12 months prior to the promotion submission. The list above is for performance review timelines and does not account for promotion timelines.

Due Date

A review may be completed and submitted anytime throughout the year. However, if the individual is eligible for promotion (because they are in a promotion-progression series) the review must be completed in alignment with the expectations and criteria for the promotion submission.

Considerations to determine performance review timing:

  • Around the employee's employment anniversary date
  • Near the end of the academic year when an employee works primarily or only during the academic year
  • Choose a "slower" timeframe (1 or 2 month period) to do the department's reviews

A standard guideline for Academic Staff is to conduct the performance review by May 1st every year. This is based on the individual's performance review period being May through April. Reviews may be conducted anytime as long as they are on an annual basis and in accordance with the employee appointment period (9 month, 12 month, etc.).

Note: For Academic Staff within a promotional series, a supplemental review needs to be completed to be included with the promotion packet. Thus, your supplemental review timeline may be impacted by our promotion submission deadlines.

Models

Departments/Leadership: Choose the model(s) which work best for your department's needs. The Competency or Goals models are the primary choices. The Strengths-Based model is supplementary.

Competency Model

Competency model allows individuals to reflect and review prescribed competencies that are founded on UW-Stevens Point mission, vision, and values.

Note: If this model is chosen, 1-2 growth/development goals are encouraged

Goals Model

The goals templates allow you to document, track, and evaluate employee goals.

Performance Review - Goals Template


Strengths-Based Model

Use this as an additional resource to create an exceptional performance management experience.

Best Practices

Performance Management Toolkit for Employees

Performance Management Toolkit for Leadership

Additional resources are on the right side panel of this page.

Informal Discussions 

Use these resources to discuss informal performance reviews.

Performance Improvement Plan

A Performance Improvement Plan (PIP) gives an employee the opportunity to improve while being held accountable for performance. The PIP is meant to be pre-emptive to disciplinary action. However, in some cases, informal or formal disciplinary action may occur at the onset of a PIP. If performance does not improve during a PIP or the performance declines after the PIP, disciplinary action may be necessary.

Before implementing a PIP, contact the Associate Director of Human Resources.

PIP Template

Questions?

Contact Lisa Schaufenbuel, Associate Director of Human Resources
lschaufe@uwsp.edu  x2804