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HUMAN RESOURCES

myPerformance Frequently Asked Questions

1. What is myPerformance?
2. What are the duties of a Direct Manager in myPerformance?
3. What are the duties of an employee in myPerformance?
4. What are the duties of an indirect manager in myPerformance?
5. What are all of the Steps in the Review Period?
6. What is the Annual evaluation period timeline?
7. What is the 12-month probationary period timeline?
8. What is the purpose of and best practice for the Goals section?
9. How do I know what to type into the Competency section?
10. What if an employee is not performing to expectations?
11. What if my position changes? Will myPerformance re-assign me a new evaluation?
12. How do I change my profile picture in the myPerformance software?
13. What training is available?


1. What is myPerformance?
myPerformance is a software designed to aid Wichita State University staff in managing performance of their employees. Currently, it houses evaluations for all USS and non-teaching UP employees (not faculty). It is a tool that will facilitate conversations about performance between employees and managers. myPerformance helps each employee understand expectations of their role and how they are achieving their assigned competencies and goals. The design also feeds into our University’s Strategic Plan and is a foundation for employee growth and future career options.

2. What are the duties of a Direct Manager in myPerformance?
Direct Managers must log in to myPerformance during the Planning and Mid-Review Step of each review period to input or modify comments on competencies and goals for their employees. At the end of the evaluation cycle, a direct manager will also need to rate their employee(s) on University competencies, and submit an electronic signature. Direct Managers are expected to meet with their employees at regular intervals during the review period to convey competency and goal expectations, address receptivity, and express rating explanations.

3. What are the duties of an employee in myPerformance?
The minimum requirement of an employee is to electronically sign the evaluation at the end of the review period in order to acknowledge that he or she received the evaluation. (The signature does not imply the employee agrees or disagrees with the ratings.) myPeformance also allows employees the opportunity to provide a self-evaluation for the review period by providing comments to competencies and goals or any other achievements or issues before the manager completes their final rating.

4. What are the duties of Indirect Managers in myPerformance?
Indirect Managers do not have any required duties in myPerformance, however the software provides Indirect Managers with the opportunity to view any of their indirect reports’ evaluations at any time throughout the review period. This allows Indirect Managers to evaluate how timely their direct reports are completing their evaluations, which affects how they will rate them on the Leadership Competency. It also allows them the ability to see how well indirect reports are performing during any given time.

5. What are all of the Steps in the Review Period?
There are 5 steps in the review process: Planning and Mid-Review, Employee Self-Evaluation, Manager Review, Employee Signature, and Manager Signature.

6. What is the Annual evaluation period timeline?
Step 1 - Planning and Mid-Review lasts from March 1 to January 15 the following year. Step 2 - Employee Self-Evaluation lasts from January 16 to January 31. Step 3 - Manager Review lasts from February 1 to February 28/29. Step 4 - Employee Signature is then due by March 7. Step 5 - Manager Signature is then due by March 14. Signatures may be completed early.

7. What is the 12-month probationary period timeline?
Step 1 - Planning and Mid-Review is open for 316 days from hire date. Step 2 - Employee Self-Evaluation is due 2 weeks after Step 1 due date. Step 3 - Manager Review is due 2 weeks after Step 2 due date. Step 4 - Employee Signature is due 1 week after Step 3 due date. Step 5 - Manager Signature is due 1 week after Step 4 due date. Signatures may be completed early. There is an extra week available for the 12-month duration to allow for processing in Human Resources at the end of the review period.

8. What is the purpose of and best practice for the Goals section?
This section is optional and will not be weighed or rated during the end of the review period. Managers can input goals during planning or at various times throughout Step 1. Although best practice is to allow performance on employee goals be tied to actual competencies (and therefore typed into the Competency section), managers may have additional goals that need added to the employee’s evaluation for development and/or documentation. Some examples include:

  • For specifics in helping an employee “fix” a weakness in their position knowledge
  • To help an employee develop to the next level
  • To let the employee choose their own goals for self-development
  • For work on a specific project

Goals should  be written in a SMART format: Specific, Measurable, Attainable, Relevant, and Time-Based. Fortunately, the Goals section is designed to input a due date, which does help managers keep goals time-based. Many resources exist to help managers understand how to make SMART goals, including these examples from Human Resources.

9. How do I know what to type into the Competency section?
When completing this section, 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. These examples should be added in the Comment box that appear under each competency.

Managers can make multiple entries in the Comments box during the time assigned to Step 1.  This will include comments documenting mid-evaluation progress and discussion with the employee.   Managers may include additional comments such as foreseen barriers, changes, or amendments.

10. What if an employee is not performing to expectations?
If at any time, a manager feels their employee is not performing to expectations, the manager should contact the Associate Director of Human Resources for guidance.

11. What if my position changes? Will myPerformance re-assign me a new evaluation?
myPerformance is designed to re-assign a new evaluation to anyone who has a new position number. This is because many times, the competency model may change, or the supervisor may change. The old evaluation will still be accessible in the software, but a new evaluation is necessary to ensure the proper rating will be assigned to the employee.

12. How do I change my profile picture in the myPerformance software?
To change your profile picture, login to myPerformance within myWSU. Select the "gear" icon on the top/right side of the screen. Select "My Account." Hover over the sillouette to find the hidden drop-down arrow. Select "Change." You may upload an image by clicking the "Browse" button.

13. What training is available?
myPerformance Training classes provide an overview of myPerformance for employees, managers, and indirect managers and focus on the navigation of myPerformance to complete the evaluation process including all steps in the evaluation cycle, the self-evaluation process, and the signature process. Managers and employees can register for training through myTraining in myWSU.