News: Annual Performance Evaluation & Mandatory Training Requirements

Annual Performance Evaluation & Mandatory Training Requirements

March 14, 2023

The following update addresses the need for an Annual Performance Evaluation as well as UW System Mandatory Employee Training requirements. As a reminder, completion of a performance evaluation and mandatory training requirements are required to maintain pay plan eligibility.

Need for an Annual Performance Evaluation

UW System Administrative Policy requires that all UWM employees have an annual performance evaluation. The directive includes employees of all employee categories: faculty, academic staff (including those with appointments less than 50% time), university staff (on-going, project and LTE), and limited appointees.

UWM faculty and staff must have a written performance evaluation on file that was or will be completed between May 1, 2022, and April 30, 2023.

  • Solid performance is a requirement for pay plan eligibility. For an employee to be eligible for a future pay plan increase, they must have a current performance evaluation on file within the prescribed time frame.
  • Supervisors must also have completed staff performance evaluations for all who report to them within this time frame.
  • Academic Staff and University Staff evaluations should use the forms established for these employee categories.

    Employees less than 50% and temporary University Staff may use separate evaluation processes established within the school/college/department.

  • Faculty evaluations should be completed using the process/forms used by each school/college/department.

    Please note that the UW System performance management requirement is separate from the post-tenure or probationary review process. However, an evaluation completed as part of post-tenure or probationary review during the specified time frame will meet the annual evaluation requirement. If no evaluation is on file for a faculty member during this period, one must be completed.

New hires (those hired after October 1, 2022) are not required to receive an annual evaluation in this performance management cycle. However, it is expected that supervisors provide a timely review and feedback to track progress and goals by the end of their first six-months of employment. Going forward, these hires are required to have an annual performance evaluation.

HR Business Partners will identify faculty and staff in their supported units to track evaluation completion. Those unable to have a completed performance evaluation by the deadline (e.g., due to FMLA) will be noted and completed as soon as possible. If an employee has not received a performance evaluation during the specified time frame, please contact your supervisor to ensure one is completed by April 30.

A consistent performance management program fosters employee engagement, encourages continuous performance improvement, and maximizes individuals’ contributions to UWM. Supervisory feedback about excellent employee performance, opportunities for growth or improvement, and goals is critical to support employees reaching their full potential.

UW System Mandatory Training Requirements

Per UW System Policy, all UWM employees are required to complete sexual violence and sexual harassment training every three years, an annual IT security training, and a one-time Child Abuse and Neglect training. Current employees are required to complete reoccurring Mandatory Employee Training courses in March; courses were assigned March 1, 2023, and are due March 30, 2023.

To check the status of your mandatory training requirements, or if you did not receive an email to complete the required trainings, log into the MyUW Portal and click the Mandatory Training tile. This will open a web page to view the status of each assigned course. If you have any outstanding courses to complete, click on “Click Here to Launch Course” to complete the respective course.

Example of Mandatory Training Courses

Completion of mandatory training courses within the prescribed time frame is required to maintain eligibility for future pay plan adjustments.

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