ePerformance Progress Check-Ins

The performance review calendar includes three scheduled Progress Check-In discussions throughout the course of the fiscal year, with the third check-in including a manager rating. The fiscal year has been divided into three separate time frames to provide guidance on when the Progress Check-Ins will need to occur. For fiscal year 2021, staff will complete a single, rated Progress Check-In before the end of the fiscal year before beginning the complete Progress Check-In cycle in fiscal year 2022.

Fiscal Year 2021

• April – July (rated)

Fiscal Year 2022 and beyond

• August – November
• December – March
• April – July (rated)

Progress Check-Ins can occur at any point during the current performance time frame to allow flexibility around business needs such as the academic calendar, budget cycle or seasonal work. Please note that Progress Check-Ins must occur before the end of the month for the current performance review time frame.

Each Progress Check-In will include a self-review followed by a manager assessment, both completed in ePerformance. In addition, the employee and manager will meet to discuss both the self-review and the assessment. Once the progress check-in meeting occurs, employees will have the ability to make final comments. Each Progress Check-In will have three areas for both the employee and manager to review:

• Successes and accomplishments
  • What has the employee achieved/completed since the last Progress Check-In?
  • What is working well and helping the employee meet their goals/objectives?
• Concerns and growth opportunities
  • Has the employee experienced any challenges in meeting their goals?
  • Are there any professional concerns or developmental opportunities?
  • Are there any changes to these goals that the employee or manager should consider?
• Next Steps
  • What are the next steps for the employee and the manager?
  • What assistance does the employee need to accomplish their steps?

The last Progress Check-In of each fiscal year will include a manager rating and a section for an overall summary. Managers will rate their employee's overall performance for the year on the following scale:

• Needs development: Does not consistently meet all expectations. Additional direction and support is required/needed.
• Reliably delivers: Consistently meets expectations and may exceed some expectations. Requires little to no additional direction to achieve established responsibilities.
• Consistently exceeds: Consistently exceeds or delivers beyond expectations. Influences others to perform better.

As employees and managers complete Progress Check-Ins, especially those that require the annual rating, there are a few things we encourage they take into consideration and utilize as part of the process. Consider:

• The expectations of the position;
• The university's competency models, the UM System Success Factors and/or Leader Competencies;
• Competencies for the professional field (links to some associations can be found on the Success Factors and Other Competency Models webpage); and
• The values and goals of the university