Performance Management Guidelines

  • Issued:  
  1. These guidelines align with the appropriate UW System policies and Wisconsin State Statutes, including:
    1. Chapter UWS 3
    2. Performance Management SYS 1254
    3. Grievance Procedures SYS 1233
    4. Compensation SYS 1277
    5. State of Wisconsin Legislative Audit Bureau, Report 19-5
  2. For all employees covered under UW System Administrative Policy 1254, a systematic performance management process must be clearly outlined and followed. This includes university staff, academic staff, faculty and limited appointees and teaching assistants.
    1. For faculty this can be found at: Chapter 4 The Department
    2. For academic staff, this can be found at: Chapter 105 Performance Reviews
    3. For university staff, this can be found at: University Staff Performance Management
  3. 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.
  4. The employee’s performance should be evaluated against the duties and responsibilities outlined in their job description.
  5. 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:
  6. The performance management process is determined via consultation with the UWM governance groups.
  7. Employees must be evaluated with a consistent methodology, process or framework. Performance evaluation forms are available from the Secretary of the University’s Office or the human resources leader of each school/college/division.
  8. Performance evaluation forms should include a rating scale that defines ratings and defines solid performance or meritorious performance.
  9. On-going conversations between the supervisor and the employee regarding the employee’s performance are expected throughout an evaluation period.
  10. Supervisors are accountable for completing employee performance evaluations. Supervisors who do not complete performance evaluations for their direct reports will become ineligible for pay plan or any other pay adjustments outside of pay plan.
  11. Merit pay increases must be consistent with employee performance. This shall be incorporated into all performance management and pay plan procedures as referenced in:
    1. Compensation SYS 1277
    2. UW System Pay Plan Distribution Framework for University Workforce SYS 1278
  12. UWM’s Pay Plan Policy can be found at:
    • Pay Plan Policy
    • The Pay Plan Policy includes performance management requirements to be consistent with UW System Administrative Policy 1254 (formerly UPS Operational Policy HR 5) and the requirement of a satisfactory, solid performance rating or above documented on the written performance evaluation be a requirement of eligibility for pay plan.
  13. UW System Human Resources must review the performance management guidelines for each institution to determine compliance with UPS policy.
  14. Completion of Information Security Awareness and Preventing Sexual Harassment training as required by UW System Administration; and, for those required to complete, the Outside Activities Report by April 30 of every year to be eligible for achieving satisfactory performance.
  • Related Documents
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  • Contact Information

    For information about the operation of this policy, contact the Human Resources Business Partner for your respective School, College, Division or Department, or the Department of Human Resources.

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