Performance Management

Check with your local Office of Human Resources for any institution-specific requirements.

The purpose of a performance management process is to provide UW System employees with clear objectives, ongoing and valuable feedback, recognition for work well done, and discussion of professional development goals. The annual performance evaluation is just one part of an ongoing series of performance conversations you and your supervisor should have regarding your performance throughout the evaluation period. See the additional resources available on this webpage.

Performance conversations are an important opportunity for you, the employee, to document progress, successes, barriers or concerns related to accomplishment of your goals and responsibilities. You can expect to receive feedback on how well you are performing the duties of your position and how the work performed contributes to the University of Wisconsin System’s mission.

The performance management process also enables managers to measure whether employees are functioning successfully in their positions, serves as a basis for coaching and rewarding employees, and it gives managers information which can be used to motivate their teams from year to year.

Check with your local Office of Human Resources for any institution-specific requirements.

Additional resources on performance management:

• Annual & Midcycle Evaluation Steps pdf
• SMART Goal Alignment Across Organization pdf
• Evolving Toward A Performance Management Philosophy pdf

Check with your local Office of Human Resources for any institution-specific requirements.