Performance Management

The Performance Management Development Program (PMDP) is used for all reviews of (non-faculty) Academic Staff and University Staff.  This centralized system for tracking and documenting conversations makes our performance management process more transparent, consistent, and productive. It is used for all of CALS structured performance activities such as:

  • Thirty Day Conversation AKA Expectations and Goal-setting Conversation
  • Mid Probation Conversation
  • Summary Probation Evaluation
  • Midpoint Conversation
  • Summary (annual) Evaluation
+Performance Management Cycle

The normative CALS Performance Management cycle is as follows:

  • Summary (annual) Evaluations: completed in the beginning of the year (January 1 – March 31)
  • Midpoint Conversations: completed in the second half of the year (July 1 – September 30)

Note: Units within CALS are expected to follow this cycle unless a unit receives written permission from CALS HR to follow an alternate cycle (which CALS HR will ensure is conducive to the completion of the required documentation).

+UW Madison Policy

As the performance management policy states, the following are required:

  • Within 1 month of hire and within 1 month of an evaluation period thereafter:
    • For new employees: supervisor meet with each new employee to complete Expectations & Goal-Setting form (AKA Thirty Day Conversation);
    • For continuing employees: generally, supervisor and employee complete Expectations & Goal-Setting (AKA Thirty Day Conversation) as part of their Summary (annual) Evaluation.
  • At the mid-point of the probationary period, and midway through the evaluation period thereafter: supervisor and employee have a midpoint conversation and document this conversation;
  • At the end of the probationary period and annually thereafter.
+Compliance

As the policy states, the consequences for non-compliance are as follows: “In order to be eligible for general wage adjustment (GWA) pay plan or performance pay increases for the fiscal year, supervisors and managers must complete all required performance management activities for those employees whom they supervise, in accordance with the requirements of this policy.”

+How using PMDP benefits employees and supervisors
  1. An efficient documentation process:
    1. The system is designed to carry forward goals and expectations from prior reviews into new reviews cutting down on the need to re-key data.
    2. Allows for greater clarity in employee goals and expectations.
    3. Leaves more time for quality performance management conversations between employees and their managers or supervisors.
  2. Having an electronic performance history:
    1. Is helpful for employees in achieving career goals.
    2. Allows for increased support in identifying and addressing areas in which employees would like to improve.
    3. Increases the visibility of high quality work, which can lead to increased employee recognition and other benefits.
  3. Employees will have their performance management documentation at their fingertips, accessible from MyUW 24 hours per day.
+Performance Management Cycle

The normative CALS Performance Management cycle is as follows:

  • Summary (annual) Evaluations: completed in the beginning of the year (January 1 – March 31)
  • Midpoint Conversations: completed in the second half of the year (July 1 – September 30)

Note: Units within CALS are expected to follow this cycle unless a unit receives written permission from CALS HR to follow an alternate cycle (which CALS HR will ensure is conducive to the completion of the required documentation).

+UW Madison Policy

As the performance management policy states, the following are required:

  • Within 1 month of hire and within 1 month of an evaluation period thereafter:
    • For new employees: supervisor meet with each new employee to complete Expectations & Goal-Setting form (AKA Thirty Day Conversation);
    • For continuing employees: generally, supervisor and employee complete Expectations & Goal-Setting (AKA Thirty Day Conversation) as part of their Summary (annual) Evaluation.
  • At the mid-point of the probationary period, and midway through the evaluation period thereafter: supervisor and employee have a midpoint conversation and document this conversation;
  • At the end of the probationary period and annually thereafter.
+Compliance

As the policy states, the consequences for non-compliance are as follows: “In order to be eligible for general wage adjustment (GWA) pay plan or performance pay increases for the fiscal year, supervisors and managers must complete all required performance management activities for those employees whom they supervise, in accordance with the requirements of this policy.”

+How using PMDP benefits employees and supervisors
  1. An efficient documentation process:
    1. The system is designed to carry forward goals and expectations from prior reviews into new reviews cutting down on the need to re-key data.
    2. Allows for greater clarity in employee goals and expectations.
    3. Leaves more time for quality performance management conversations between employees and their managers or supervisors.
  2. Having an electronic performance history:
    1. Is helpful for employees in achieving career goals.
    2. Allows for increased support in identifying and addressing areas in which employees would like to improve.
    3. Increases the visibility of high quality work, which can lead to increased employee recognition and other benefits.
  3. Employees will have their performance management documentation at their fingertips, accessible from MyUW 24 hours per day.