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Performance Appraisal Updates

Please note, the updates listed on this page are specific to UM System central administration. Please visit your campus myPerformance webpage to learn more about your specific appraisal process and timeline.

Performance Appraisal Form, Streamlined

In order to support your growth and make the process less time-consuming, the myPerformance dashboard and appraisal form have been simplified. Now, the appraisal form in myPerformance asks you to focus on sharing your accomplishments in a single section: Success Factors. You will no longer complete a Performance Goals or Key Responsibilities section. Instead, feel free to incorporate responsibilities and the results of personal and unit goals into the Success Factors section. 

Additionally, one optional fill in the blank section has been provided. It can be used to capture another competency or job duty, or to summarize overal goal completion, just to name a few. Examples of options that  groups or departments at the campuses have used in the past are available below.

Please note, If this field is utilized, it is equally weighted with each of the Success Factors.  If it is left blank, the Overall Score is calculated based on the seven Success Factors.  Within a department or division, the criteria evaluated in this section can differ if needed. 

How do I know what to include in the blank section?

Please work with your supervisor to determine if your unit is utilizing the fill in the blank section and what will be captured. If you are a supervisor, coordinate within your department or unit to determine if your direct reports should complete the blank section in a consistent way, and then communicate that expectation to those you manage.   

Examples      

Options that have been provided to various groups in the past based on specific needs include:

  • Job Skills – Possesses sufficient job skills and knowledge to perform the job in a competent manner. Is able to demonstrate skills and knowledge in day-to-day situations.
  • Understanding of Role and Responsibilities – Takes responsibility for clarifying his or her job responsibilities, including the need to understand performance standards and other expectations. Communicates with his or her supervisor regularly to ensure that there is no misunderstanding about how performance will be measured and how expectations relate to particular job levels.
  • Job Knowledge – Performs all essential job functions.  Demonstrates the knowledge necessary to carry out job responsibilities in an effective and timely manner.  Keeps up to date on changes and trends in his/her area of expertise and maintains necessary licensure or certificates.
  • Job Mastery and Continuous Learning – Demonstrates responsibility for one’s own career path and continuous learning by identifying and applying new skills as needed to perform successfully on the job.
  • Result Orientation and Execution – Demonstrates the ability to analyze situations or problems, make timely and sound decision, construct plans, and achieve optimal results.
  • Managing Employee Performance – Takes action to ensure that employees fully understand their roles, responsibilities and performance standards/expectations and provides ongoing feedback and support as employees strive to achieve expectations. Engages in two-way conversations throughout the year that ensure an up-to-date understanding of expectations, performance gaps and actions required to close any gaps.
  • Change Management – Proactively assesses the need for change, seeing to it that appropriate resources are available to facilitate changes, considers factors that will support or hinder change initiatives, enthusiastically promotes change in terms of the expected benefits, as well as removing or lowering the impact of potential obstacles.
  • Creativity – Applies creativity and originality in the work setting, when appropriate. Suggests or applies new ways of addressing ongoing work issues and challenges. Sees possibilities that others have not yet seen, or combines ideas and approaches suggested by others in a unique manner that results in breakthroughs and improvements. Understands when to be creative and when to stick with what exists now.
  • Safety – Makes sure to understand every safety practice expected by the organization. Takes no shortcuts that increase the risks of accidents, personal injuries or equipment failures. Looks for unsafe practices in the workplace and takes responsibility to ensure that others are aware of the potential impact.

Reviewed 2018-03-16.