Department chairs will be using ePerformance to complete annual evaluations for all IAS starting in 2022. The form is modeled closely after the faculty form and will require a rating in 3 different categories in additional to an overall rating: 

1. 1. Teaching – Must be completed for all IAS.  
   2. Professional Activities – Should be completed if the employee performs work in this category, otherwise  the N/A option should be used.  
   3. Service – Should be completed if the employee performs work in this category, otherwise the N/A option should be used. 

Note on evaluations for one-semester only contracts: 

• If the IAS member is not working during the period the evaluation is due, please use the “Override Employee Acknowledgement” feature. The tip sheet on using this action is located in the ePerformance Help library.

If you have any questions or need any support using ePerformance, please contact hroffice@uwosh.edu and we’d be happy to assist.  

Faculty Annual Performance Review Policy

Faculty e-performance PPT Slides

ACS 6.0. Evaluation of Academic Staff 

UW System Administrative Policy 1254 (formerly HR5) Performance Management 

These are the university wide core competencies that will be utilized to evaluate employees. It is important that these competencies are considered when each employee develops their annual goals. 

Job Knowledge – Understanding of present job duties and related work.

Job Skills – Demonstrates skills and abilities necessary for full job performance.

Quality of Work – The accuracy, completeness, neatness and effectiveness of work performed.

Quality of Service – Exhibits a caring attitude; is courteous and tactful; responds to the needs of others in a timely manner.

Cooperation – Willingly cooperates with others to achieve department and university goals.

Productivity – Produces the required volume of work. Maintains attention to work and meets deadlines.

Attendance – Reports to work on time, requests and uses leave appropriately.

Adaptability/Flexibility – Alters activities to adapt with demands of new situations. Listens attentively and openly to the ideas, problems and suggestions of others.

Promotion of Diversity, Equity and Inclusion – Work performance and personal conduct is supportive of the university’s commitment to diversity, equity and inclusion.

Communication Skills – Shares and provides relevant, timely and accurate information; expresses ideas clearly in written and oral form; follows oral and written directions.

These are the university wide core competencies that will be utilized to evaluate supervisors. It is important that these competencies are considered when each supervisor develops their annual goals. 

Organization and Planning – effectively organizes team members to accomplish goals; uses resources effectively and efficiently

Leadership- fosters and encourages support; inspires confidence; motivates and promotes honesty, respect, honesty, integrity and fairness

Supervision and Performance Management – selection, motivation, development and evaluation of employees is effectively performed. Maximize employee skills and potential through encouragement, empowerment, and a motivating environment

Diversity, Equity and Inclusion – Fosters the values of diversity, equity and inclusion, treating all employees with respect, dignity, and fairness in support of university objectives

The following rating scale will be used to evaluate employees on each of the core competencies. This scale will also be used to calculate an overall rating.

Role Model – Performance exceeds the expected level of performance in most areas, most of the time.

Excellent – Performance exceeds the expected level of performance in some areas, some of the time.

Fully Successful – Performance meets the expected level of performance in most areas.

Minimally Successful – Performance fails to meet the expected level of performance in some areas. Performance needs to improve.

Unsuccessful – Performance fails to meet the expected level of performance in most areas.

Employees and Supervisors are encouraged to use SMART Goals when setting goals for the upcoming year.

SMART goals are meant to address major job responsibilities. Goals are intended to focus attention and resources on what is most important so that employees can be successful in achieving their priorities. Common types of goals are to: Increase something; Make something; Improve something; Reduce something; Save something; Develop someone.

SMART Criteria:

S – Specific – When setting a goal, be specific about what is to be accomplished. What will be accomplished?

M – Measurable – What metrics will be used to determine if the goal is met?

A – Achievable – Goals must be attainable. The goal is meant to inspire and motivate, not discourage. Are the necessary skills and resources available to achieve the goal?

R – Relevant – Does the goal fit within the broader goals of the University? Why is the result important to the employee and to UWO?

T – Timebound – What is the target date for completion? Is the timing realistic?