To better align individual employee goals with division and department objectives and university priorities, changes have been made to the performance management cycle!

Thank you for committing time and energy to the ePerformance online process. Implemented in 2017, we are entering our third year of utilizing the ePerformance module. People report they are getting more comfortable with the system. Supervisors and employees are becoming more aligned in terms of expectations and performance, and conversations are happening more regularly.

The following changes have been made to the overall performance management process:

• The President’s annual State of the University address has been moved from January to October. This better aligns with the start of the academic year and provides a foundation for our annual goals and activities. This year, the State of the University is scheduled for October 16^th at 3:30 p.m. in McConnell Auditorium. President Gaudino will be joined during the presentation by Robert Nellams, Director of the Seattle Center and Vice Chair of the CWU Board of Trustees. The address will also be live-streamed at media.cwu.edu. You might consider encouraging listening sessions within your areas of responsibility.
• Soon after the State of the University address, the president and each vice president will hold a divisional meeting during which the university address and goals will be personalized to the division. This is the time when division and department objectives and goals will be discussed.
• Managers, supervisors and employees, following the division meeting, will work together to finalize objectives and goals to be included in ePerformance.

To support this shift in timing, the performance management cycle has been changed. It will now run from November 1 through October 31 annually. This year is a transition year. It is a 16-month cycle, running from July 1, 2019 to October 31, 2020. We suggest supervisors wait to finalize the initial Defining Criteria phase until after the State of the University address and divisional meeting. By waiting, supervisors and employees can ensure the criteria reflects the university goals and objectives in a meaningful and connected way.

Due dates for checkpoints and evaluations have been changed inside ePerformance. As in the past, Human Resources will provide information to Cabinet members about employees and supervisors who have completed the process at each stage. Additional information regarding ePerformance, training opportunities and tools is always available at: http://www.cwu.edu/hr/performance-management-1.