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.
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.
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: Manager Planning and Mid-Review
The manager should access the review at the beginning of the review period to submit competency and goal expectations. The manager should meet with the employee at the beginning of the review period to communicate the expectations and print the review for the employee’s reference. After this initial meeting, the manager can continue to access the review throughout the review period to submit comments about the employee’s performance (positive or negative), amend earlier expectations, or add any other documentation about the employee’s performance such as barriers to completing the competencies or goals. The manager should meet with the employee again for Mid-Review to discuss their performance and the notes being added within myPerformance. September is the Mid-Review time for annual reviews. The manager may then submit comments and notes to competencies and goals throughout the review cycle before the Step 2 deadline. January 15th is the deadline for annual reviews.
Step 2: Employee Self-Evaluation
The employee has the option to access the review near the end of the review period to complete a self-evaluation. This consists of adding any comments about the manager’s expectations during the review period in the competency and goals sections. This step is set up to be optional. The employee is not required to complete this step in order for the manager to complete Step 3. Some managers may prefer to have their employees complete this step to gain additional input and communication from their employee on their performance.
Step 3: Manager Review
Near the end of the review period, managers will have access to the review to rate their employee(s) on the University competencies. The managers will choose one of the five ratings for each competency based on the rating description and the employee’s performance for that competency. The manager should submit comments to explain their ratings. Then, the manager should meet with the employee in a private setting to discuss the ratings and overall review period. The ratings should not be a surprise to the employee based on communications and meetings the manager has held with the employee during Step 1. If the employee is receiving a Needs Improvement or Does Not Meet Minimum Requirements rating, the manager should contact Human Resources immediately before submitting the review.
Step 4: Employee Signature
The employee will access the review to electronically sign the evaluation. The signature does not imply agreement with the content of the review. It only indicates the employee’s awareness of the information contained therein. If employees have concerns about the ratings or comments the manager has provided, please refer to Human Resources for guidance on resolution.
Step 5: Manager Signature
The manager will access the review to electronically sign and submit comments to the evaluation. This is the final step in the review period. If the employee is probationary, this step must be completed before their probationary period ends (12 months after hire date). If a manager of a probationary employee wants to extend the probationary period, this must be done by contacting Human Resources before the due date of Step 5. The employee will automatically become a permanent employee if the manager does not recommend otherwise before the due date.
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.