Managers of University Support Staff (USS) and non-teaching Unclassified Professionals (UP) use the online performance management software called myPerformance, accessed through myWSU, to evaluate their employee(s). (Faculty do not use myPerformance.) myPerformance is a step in employee development contributing to accomplishing the vision and goals of the University’s strategic plan that will shape the future of the University – a way for managers to inspire great work, motivate employees, and deliver results.
myPerformance has been designed to evaluate an employee on University competencies, which are tied directly to the University Strategic Plan’s Values. While managers and employees have the ability to document goals and accomplishments in myPerformance during their evaluation cycles, the rating for the Competency section will account for 100% of the overall rating of the evaluation. The employee's position at the University will determine which competency model will be automatically assigned in myPerformance.
When completing the Competency section of the evaluation, the manager should provide specific examples of work expected that demonstrate how the competency would be rated. Job duties from the employee’s position description should be tied to the competencies. At the end of the review period, the manager should provide specific examples of how the employee’s performance did or did not match the desired behaviors.
[Top of Page]
Managers have the ability to add additional goals, comments, and attachments that need to be tracked during a review period. These goals will not be weighted or rated at the end of the review period. They are meant to be a way for managers to track goals that are tied to the competencies. This section is optional. Managers can track up to 5 goals in myPerformance.
[Top of Page]
Steps of Review Process
The review process is separated into five steps. Managers and their employees will be able to access myPerformance and view the evaluation at separate steps throughout their review period. A general overview of the five steps is as follows:
Step 1: Employee and Manager Planning and Mid-Review Documentation
Annual: March 1-January 15
The manager inputs expectations for the review period including competencies and goals and meets with the employee to communicate expectations. The manager and employee will have ongoing dialog throughout the review period and the manager may add comments and notes to competencies and goals throughout the review cycle.
Step 2: Employee Self-Evaluation
Annual: January 16-January 31
The employee completes a self-evaluation. This allows the employee to provide comments and notes on job performance and accomplishments. This step is optional. If the self-evaluation is not
completed it will automatically route to the manager for the next step.
Step 3: Manager Evaluation
Annual: February 1-last day of February
The manager rates all competencies and provides summary comments for each competency and goal. The manager meets with the employee to discuss all sections of the evaluation. If the employee is receiving a Needs Improvement or Does Not Meet Minimum Requirements rating, the manager should contact their Human Resources Business Partner immediately before submitting the review.
Step 4: Employee Signature
Annual: March 1-March 7
The employee reviews the evaluation, adds comments, and electronically signs acknowledging
receipt of the evaluation. The employee’s signature does not imply agreement with the content of the performance evaluation. It only indicates the employee’s awareness of the information contained in the evaluation.
Step 5: Manager Signature
Annual: March 8-March 14
The manager reviews the employee comments, may add comments, and electronically signs
indicating approval of completion. The completed evaluation is automatically forwarded to Human
Who to Contact
If you have any questions or issues during the performance review process, please email email@example.com.
Visit our FAQs if you are new to the software.
Revised: 4/27/2018 SRAP