Performance Evaluations

Employees and managers are held accountable for whether goals and duties are accomplished throughout the year. Progress check-ins are regular discussions that will happen two times a year. Once a year, it is useful and valuable to summarize cumulative employee performance with an overall rating.

  • Discuss what is going well and what can be improved
  • Check in on progress toward goals
  • Stay aligned on current projects
  • Agree on next steps

Progress Check-In Timeframe

The performance review process includes two scheduled Progress Check-In discussions during the fiscal year.

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

Progress check-in prompts

  • Highlight positives and accomplishments 
    • What have you achieved/completed since our last meeting? 
    • What is working well and helping you meet your goals/objectives? 
  • Highlight concerns and growth opportunities 
    • Have you experienced any challenges in meeting your goals? 
    • Do you have concerns or developmental opportunities? 
    • Are there any changes to these goals we should consider? 
  • Next steps 
    • What are your next steps? 
    • What help do you need to carry out the 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:

1.0 - Does not meet expectations

  • Did not meet most goals and/or often fell short of standards for timeliness, quality, and/or resource utilization.
  • Examples: Failed to meet most goals; was consistently late on meeting them; provided low-quality work product or results; and/or exceeded budgets/allocations for expenditures, time, effort, or people resources. Continued employment at this level of performance indicates a need for a structured or formal performance improvement plan.

1.5 - Meets some expectations

  • Met some but not all goals or sometimes fell short of standards for timeliness, quality, and/or resource utilization.
  • Examples: Met some but not all goals; was occasionally late on meeting them; provided inconsistent quality work product or results; and/or exceeded budgets/allocations for expenditures, time, effort, or people resources in a number of instances. This level of performance indicates the need for additional support or direction to successfully meet expectations and/or a structured or formal performance improvement plan. It may be appropriate for a new employee to receive this rating as they are learning.

2.0 - Meets expectations

  • Successfully met all goals, consistently meeting standards for timeliness, quality, and/or resource utilization.
  • Examples: Successfully met all goals; consistently on time with meeting them; consistently provided quality work product or results; worked within budgets/allocations for expenditures, time, effort, or people resources. In a typical department, most employees will fall into this category.

2.5 - Exceeds expectations

  • Successfully met all goals and often surpassed standards for timeliness, quality, and/or resource utilization.
  • Examples: Met all goals; was consistently on time; in multiple instances exceeded quality expectations or provided enhanced quality of work product or results; showed strong initiative or innovation to solve problems or optimize processes; saved expenditures, time, effort, or people resources.

 3.0 - Substantially exceeds expectations

  • Successfully met all goals and regularly surpassed standards for timeliness, quality, and/or resource utilization.
  • Examples: Met all goals; was on time meeting each of them; consistently exceeded quality expectations or notably enhanced quality of work product or results; showed excellent initiative or innovation to solve problems or optimize processes; saved notable expenditures, time, effort, or people resources; serves as a role model or mentor for other employees.

Incorporating 海角论坛 Key Values and UM Success Factors 

As employees and managers complete Progress Check-Ins, especially those containing the annual rating, there are a few things we encourage you to take into consideration and use as part of the process. 

  • Evaluate performance as it relates to the 海角论坛 Key Values (PDF). 
  • Evaluate performance as it relates to the . 
  • Evaluate performance as it relates to the expectations of the position. 
  • Evaluate performance based on competencies for professional field. 

ePerformance Training

Staff and managers can access the Building a Performance Training training module in Percipio to learn about how our university can work together towards building a culture that emphasizes consistent communication and accountability. 

If you have any questions about the ePerformance Progress Check-in process, the ePerformance platform, or for technical assistance, please contact the UMCK HR Service Center at umkchr@umkc.edu. You can also contact UM System HR Service Center at 800-488-5288 or via email. 

Resources