Performance Management Guidelines

Date: 5/28/2026 (Revised)

The Universities of Wisconsin Administrative Policy 1254 provides the performance management framework for all UW System employees, including Faculty, Academic Staff, University Staff, Limited Appointees, and Teaching Assistants.

For all employees covered under UW System Administrative Policy 1254, a systematic performance management process must be clearly outlined and followed.

  1. For faculty, please see: Chapter 4 of the Faculty Policies & Procedures
  2. For academic staff, please see: Chapter 105 Performance Reviews of the Academic Staff Personnel Policies & Procedures
  3. For university staff, please see: University Staff Performance Management
  4. For Teaching Assistants, please see Graduate Assistant Handbook: Evaluation Teaching Assistants

Pursuant to UW Policy, UWM established the following guidelines structuring the performance management framework.

  • The performance management process is determined via consultation with the UWM governance groups or system-wide Joint Governance, respectively.
  • Each employee should receive a written formal assessment at least once per year on a regular interval. The performance conversation should provide an opportunity for the employee to share their self-perceptions of performance.
  • The employee’s performance should be evaluated against the duties and responsibilities outlined in their job description. Written goals and expectations are established based on job-related duties and responsibilities.
  • Evaluations must occur with a consistent methodology, process, or framework.
  • Evaluations must include a rating scale that defines ratings and defines solid performance or meritorious performance.
  • On-going conversations between the supervisor and the employee regarding the employee’s performance are expected throughout an evaluation period.
  • Performance conversations should also include identification of career and professional development opportunities and appropriate goals to achieve.
  • Performance evaluations will be housed in the employee’s personnel file, available to the employee within a reasonable amount of time upon request, and maintained according to the UW System Records Retention Policy at:
  • Supervisors are accountable for completing employee performance evaluations. Supervisors are required to complete training on the performance management policies and procedures to ensure they can effectively carry out this responsibility.
  • Supervisors who do not complete performance evaluations for their direct reports will be ineligible for pay plan or any other pay adjustments outside of pay plan. Merit pay increases must be consistent with employee performance.
  • Achievement of satisfactory performance further requires completion of Mandatory Employee Training as required by UW System and, for those required to complete, the Outside Activities Report by April 30 of every year.

Performance Improvement Process

  • Employees who fail to meet performance expectations may be placed on a Performance Improvement Plan.
  • A Performance Improvement Plan is a formal process outlining specific deficiencies, required goals, and a timeline for improvement.