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ePerformance Progress Check-Ins

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To encourage continuous growth, the university has implemented a review process that includes two Performance Check-Ins per year. Both check-ins will provide employees and managers a chance to discuss recent efforts, goals and opportunities for growth. Employees and managers will also share mutual feedback and plan for the months ahead. Progress Check-Ins are just one step in the continuous process of improving the way our university functions. You can learn more about the Progress Check-In process as well as get access to resources below.

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Annual Progress Check-In Calendar

The performance review calendar includes two scheduled Progress Check-In discussions throughout the course of the fiscal year, with the second check-in including a manager rating.

  • First Progress Check-In: Mid-fiscal year discussion
  • Second Progress Check-In: End-of-fiscal year discussion and ratings

The end-of-year rated progress-check in forms should be saved in ePerformance by June 14, 2024.

Units can set their own internal deadlines for the self-review and manager assessment as long as Progress Check-Ins are saved and submitted in ePerformance by June 14, 2024. Suggested dates for each step are provided in ePerformance, but please connect with your supervisor to confirm deadlines for your unit. 

  • April 8: ePerformance opens in myHR
  • April 26: Self-review submitted
  • June 14: Manager assessment saved/submitted
 

Process Overview

The 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. Both Progress Check-Ins 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?
 

Rating Scale

The last Progress Check-In of each fiscal year will include self ratings, manager ratings and a section for an overall summary. Ratings should reflect the level of performance for the entire fiscal year using the following scale:

  • 1: Needs development – Does not consistently meet all expectations. Additional direction and support are required/needed.
  • 1.5: Reliably delivers (-) – Frequently needs additional direction and support beyond that which would be expected in the role.
  • 2.0: Reliably delivers – Consistently meets expectations. Might exceed some expectations. Requires little to no additional direction to achieve established responsibilities.
  • 2.5: Reliably delivers (+) – Frequently delivers beyond that which would be expected in the role.
  • 3.0: Consistently exceeds – Consistently exceeds or delivers beyond expectations. Influences others to perform better.
 

Providing Valuable Feedback

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:

 

Self-Review Resources

Building a Performance Culture Training

Staff and managers can access the Building a Performance Culture training module in Percipio to learn about how our university can work together toward build a culture that emphasizes consistent communication and accountability. This training is designed to help staff and managers understand how to:

  • Develop shared responsibility between managers and employee
  • Understand the importance of feedback, both positive and development
  • Reflect on what you’ve learned and apply it to the Progress Check-In process 

Self-Review

Employee/Manager Progress Check-Ins

Employee Comments (optional) and Sign Off

Technical Instructions

Employees and managers can access step-by-step technical instructions using the ePerformance Quick Reference Guide (PDF).

 

Manager Assessment Resources

Building a Performance Culture Training

Staff and managers can access the Building a Performance Culture training module in Percipio to learn about how our university can work together toward build a culture that emphasizes consistent communication and accountability. This training is designed to help staff and managers understand how to:

  • Develop shared responsibility between managers and employee
  • Understand the importance of feedback, both positive and development
  • Reflect on what you’ve learned and apply it to the Progress Check-In process 

Manager Assessment for Each Employee

Employee/Manager Progress Check-Ins

 

Technical Instructions

Employees and managers can access step-by-step technical instructions using the ePerformance Quick Reference Guide (PDF).

 

Reviewed 2024-03-07