e-Performance Reminders

Reminders

The next reminder for e-Performance will be on or before 2/1/2021 for Limited, Non-Instructional Academic Staff, and University Staff.  (Click here for the timeline).

The next reminder for e-Performance for the recording of faculty merit will be 12/8.  HR is managing this process, chairs will just receive email notifications. Read more here. (Click here for the timeline).

Manager Obligations

  • Human Resources will be coding merit designations of faculty on behalf of chairs.  Reminder emails can be disregarded for faculty. Read more here.
  • All managers will be required to submit the 'Manager Evaluation' of all Limited, Non-Instructional Academic Staff, and University Staff by 6/30/2021. (See timeline and requirements)
  • Beginning 7/1/2021, all managers will be required to respond to and complete reminder emails generated from the system.

Training

An additional workshop with an overview, training, and where to find additional information, for employees will be provided on December 18, 2020, at 10:00 AM.  Below is the access information.  The event will be recorded.

https://uwlax.webex.com/meet/smiller4 

Additional training is forthcoming in January, February, and March. Dates and links to access the training will be released soon.  (Click here for e-training).

Remaining Emails - Timeline

Faculty AY20-21 expanding section
Next email date Step in process Requirement 
May 31, 2021 Manager evaluation and designation of meritorious or not meritorious Required

Please note that in this system the designation of meritorious or not meritorious is needed. Departments may have varying degrees of merit, (e.g., high merit).

IAS AY20-21 expanding section
Next email date Step in process Requirement
November 15, 2021 Complete the IAS member's full evaluation for AY20-21 Required 
Limited, NIAS, University Staff FY21 expanding section
Next email date Step in process Requirement
January 25, 2021 Finalize the criteria for goals FY21 evaluation Optional
January 30, 2021 Employee self-evaluation FY21 Optional
May 31, 2021 Manager evaulation Required

Performance Appraisals

The University of Wisconsin-La Crosse is committed to providing a performance appraisal system for all academic staff, and university staff employees. Also included on this webpage are resources for faculty retention, merit review, and post-tenure review.

The method to document position expectations and results is accomplished through a performance appraisal process in which employees are evaluated against duties and responsibilities outlined in their job descriptions and goals/expectations. Appraisals are conducted through a framework and rating criteria which are published either on the Human Resources web-page or embedded in the by-laws of the department.  

The University of Wisconsin-La Crosse has adopted the philosophy that all performance management requires a holistic approach, involving the development of consistent feedback between the employee and their supervisor or department chair.

Important Information for Employees on Annual Appraisals

Annually, (or within a period of one calendar year), supervisors or department chairs for all employees are expected to meet with their employees to discuss department/unit goals, employee career goals, and supervisory expectations. Pursuant to UW System Administrative directives, any person required to administer an appraisal and fails to do so, may be deemed ineligible for Pay Plan consideration.  

Performance appraisals are governed by several UW System policies, inclusive of:

UW System Administrative Policy 1254 clearly articulates that all employees are subject to annual appraisals, or merit review, to determine if their work is meritorious or not. The process that each department/unit undertakes must describe a clear process for how their appraisals will be completed.  This information can be viewed by reviewing the appraisal tools listed below. Faculty should consult their department by-laws for this information. When policies regarding appraisals are modified, input from governance groups occurs.  

Performance appraisals, retention documents, or post-tenure review documents, are retained in the employee's p-file.  Employees may request copies of these documents from the Office of Human Resources.  These documents are retained for the entire time a person is employed at UW-La Crosse.  Retention of these documents, post-employment, shall adhere to UW System Administrative Policies on retention of employment documents.  

The results of annual performance appraisals for non-academic staff and university staff, (and annual merit review for faculty), determine the employee's eligibility for Pay Plan, (should one be approved by the State of Wisconsin). All UW-La Crosse employees are subject to additional requirements set forth by UW System Administration for determining eligibility for Pay Plan, inclusive of successful completion of the Information Security Awareness and Preventing Sexual Harassment Training programs, as well as the completion of the annual Outside Activities Report.  

Performance Appraisals by Classification

Faculty Retention, Merit Review, and Post-Tenure Review expanding section

For Faculty, please consult your department by-laws for specific information relating to retention of probationary faculty, merit review, and post-tenure review.

Faculty will have their merit score recorded in the ePerformance system for purposes of HR and UW System tracking of Pay Plan eligibility.  These emails are triggered in November and December of each year. Department Chairs will receive email notifications of this process, but need not worry about taking action - HR manages this process on their behalf.  

Instructional Academic Staff (IAS) expanding section

Instructional Academic Staff are considered part of the Academic Staff Classification and are required to receive a performance appraisal annually. The process may vary depending on the IAS member's department by-laws.  

Please note that Human Resources requires that the official performance appraisal as provided by the department be retained in the e-Performance management tool, of which the Department Chair is granted access. 

Timeline and E-Mail Notifications

The IAS member is provided a performance appraisal based on the Academic Year.  The deadline for returning the performance appraisal to Human Resources is December 15, of the following Academic Year. (I.e. the department is given an additional semester, [fall of the following academic year] to complete the evaluation).   

December 15 (following Academic Year) Performance Appraisal due to Human Resources

To view the email triggers and the timeline, click here.  Department Chairs will receive email reminders 30, 15, and 7 days before these are due. 

While December 15 of each year is the deadline for receiving the final evaluations of IAS members, Department Chairs or their designees may begin to enter the information into the e-Performance system before this date, beginning on 7/1 of each year. 

Additional Resources

(Please note paper copies of performance appraisals will not be accepted by HR.  Supervisors and employees must use the e-Performance tool).

Limited and Non-Instructional Academic Staff expanding section

All Limited and Non-Instructional Academic Staff are required to have a performance appraisal completed annually, (at least once in a calendar year).  

Timeline and Email Notifications

The performance appraisals for Limited and Non-Instructional Academic Staff are maintained and managed in the e-Performance tool.  

Date Action Item Requirement 
July 1 The evaluation period begins - known as "Define Criteria" to evaluate goals from the previous year and establish in writing the goals for the upcoming fiscal year.  Required
December timeframe Six-Month check-in Optional
February timeframe  Employee self-evaluation Optional
March - June timeframe Manager evaluation Required
March - June timeframe Employee acknowledgment  Required

To view a list of when to expect automated emails and the timeline, click here.  Supervisors will receive reminder emails for each of these actions 30, 15, and 7 days prior to the due date. 

Additional Resources

(Please note paper copies of performance appraisals will not be accepted by HR.  Supervisors and employees must use the e-Performance tool).

University Staff expanding section

Ongoing, University Staff are required to have on file a performance appraisal, annually. The university has adopted the e-Performance tool which maintains the records for all aspects of the annual performance appraisal process.  

Probationary Performance Appraisals 

New University Staff members or University Staff members that are appointed to a new position are required to undergo a "Probationary" period performance appraisal.  This appraisal is conducted at the six-month mark and may be extended if necessary. 

Timeline and Email Notifications (Annual Process)

University Staff members can expect the following timeline for their performance appraisal process. 

Date Action Item Requirement 
July 1 The evaluation period begins - known as "Define Criteria" to evaluate goals from the previous year and establish in writing the goals for the upcoming fiscal year.  Required
December timeframe Six-Month check-in Optional
February timeframe  Employee self-evaluation Optional
March - June timeframe Manager evaluation Required
March - June timeframe Employee acknowledgment  Required

To view a complete listing of the email notifications and when they will be sent, click here. Supervisors will receive reminder emails for each of these actions 30, 15, and 7 days prior to the due date. 

Additional Resources

(Please note paper copies of performance appraisals will not be accepted by HR.  Supervisors and employees must use the e-Performance tool).

Performance Appraisal Retention expanding section

The employee performance appraisal is maintained in the employee's electronic p-file maintained in HRS.  Additional access is available through the e-Performance Tool in HRS

e-Performance Resources

e-Performance Training and Help expanding section

For training on using the e-Performance tool (either as an employee or manager), click here

Managers - to bypass steps in the ePerformance Process, review this step by step guide.  

Logging Into e-Performance expanding section
  1. Performance Management documents are accessible through the MyUW portal at https://my.wisconsin.edu/ 
    1. NOTE: The Portal can be accessed from anywhere with Internet service, including your Smart Phone or Tablet.

  2. Select your institution from the Organization drop-down list.
    1. NOTE: You can check the box to Remember my selection to make access easier in the future.

  3. Click Go.

  4. Enter your UW Institutional ID username and password.

  5. Click Login.

  6. Click on the icon on the Performance Management tile.

For additional information or help, click here.

e-Performance FAQs expanding section
This document provides answers to some commonly asked questions related to the Performance Management module in HRS.
 
Additional Resources for Managers expanding section

Vice Chancellors or unit Supervisors who have subdivisions within their unit may wish to view the status of all employees in their division or unit.  To access these reports, click here

The UWSS e-Performance system sends several automated emails to remind employees and supervisors regarding due dates throughout the annual performance management cycle.  Click here to view a sample of these emails