Executive Office Employee Relations supports all staff in the Executive Office.
Performance Management includes:
- Ongoing communication about expectations and feedback.
- Annual performance reviews.
- Addressing performance concerns as they arise.
Review this overview of performance management and links to more detailed guides for supervisors and employees.
Ongoing Performance Management
Ongoing performance management is part of day-to-day work and includes:
- Regular communication about expectations, priorities, and feedback.
- Informal check-ins and one-on-one conversations.
- Early discussion of questions or concerns before they escalate.
Annual Performance Review
Annual Performance Review
- Includes a scheduled discussion between the supervisor and employee and completion of formal documentation.
- Evaluates an employee’s performance over the past year.
- Sets goals and development plans for the upcoming year.
- Informs merit increase.
The Executive Office HR team sets the timing of the annual review. Supervisors will receive a communication in spring quarter with a deadline for completing and returning all performance evaluations.
- Provides the official forms for the annual performance review, in alignment with HR and UW Labor Relations recommendations.
- Receives and reviews completed performance review forms submitted by supervisors.
- Offers consultation and guidance throughout the review process.
- Answers questions from supervisors and employees about the review process, expectations, or next steps.
Addressing Performance Concerns
Addressing Performance Concerns
- Dependability or reliability
- Productivity or quality of work
- Engagement, communication, or professional behavior
Address performance concerns promptly, whether you are a supervisor giving feedback or an employee raising a concern, to prevent issues from escalating and ensure clear communication.
- Reviews performance concerns, documentation, and next steps.
- Supports performance-related meetings, including setting an agenda, sharing expectations, choosing participants, and follow-up.
- Ensures processes align with University policies and collective bargaining agreements.
- Provides guidance, resources, and consultation throughout the performance management process.