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Human Resources
Mitchell 1st Floor, MS: 7425
Phone: (509) 963-1202
Fax: (509) 963-1733
HR@cwu.edu

Annual Performance Reviews

The goal of Performance Management is to create a working environment in which people are enabled to perform to the best of their abilities. Performance management aligns individual performance with University-wide goals as well as CWU's mission and vision.

Where do I find documents and deadlines?

Performance Documents for classified and exempt employees are housed in MyCWU > Employee or Manager Tab > ePerformance Folder.

ePerformance Process

  • Overview

    The performance review cycle at CWU runs from November to October in order to align with the beginning of the academic year and the President’s State of the University Address each October.

    • Supervisors are required to conduct annual performance reviews for each of the permanent employees who report to them. Setting goals and explaining expectations to them each year and then evaluating performance at the end of the year is an important supervisory responsibility and provides essential feedback for employees. Note: Supervisors do not need to complete formal performance reviews for student and temporary employees; although, we strongly recommend having performance discussions on a regular basis with all direct reports.
    • For civil service employees, this process should occur during the probationary, trial service and transition review period, and at least annually thereafter.
    • Exempt employees do not have formal probationary, trial service, or transition periods; however, supervisors of exempt employees are required to develop a performance management plan and to assess the performance of their employees on an annual basis.
  • Steps in the Performance Management Process
    • Define Criteria - The supervisor will meet with each employee to determine the employee's goals, competencies and training needs. These are documented in the online Performance Document. The Performance Document is a "living document" and should be reviewed, updated and modified as necessary throughout the performance review period.
    • Checkpoints - Checkpoints are used for interim reviews for probationary, trial service or transition periods and are also encouraged for other employees.
    • Finalize Criteria - The supervisor will do a final review of the performance document criteria before beginning the final review.
    • Self Evaluation - The employee may complete a self-evaluation.
    • Manager Evaluation - At the end of the review period the supervisor will meet with the employee for the final feedback session and complete the final performance evaluation. The employee's online acknowledgment serves as their signature.
    • Submit for Approval - The supervisor submits the Manager Evaluation for approval. The document is routed by the system to the supervisor's manager who then approves the document.
  • Performance Documents

    The Performance Document that is created and managed within the system through MyCWU is the standard performance evaluation format used by supervisors for all civil service and exempt employees.

    It is used to establish each employee's goals, competencies, and training needs and to assess the employee's success at achieving the performance expectations and competency excellence.

    Documents are created for each employee for each year. Documents are also created for employees hired throughout the year. Specific probationary, trial service, or transition documents are created as required.

    • Supervisor Role and Tools
    • Employee Role and Tools
    • Probationary, Trial Service and/or Transition Reviews - Civil Service Employees
      • Employees serving a probationary, trial service and/or transition period must be formally evaluated before the end of the third month of service in a position. It is strongly recommended that employees be evaluated monthly during the initial review period.
      • A Performance Document with start and end dates specific to the probationary, trial service or transition period is created within the system. At the end of the probationary, trial service or transition period, the supervisor will meet with the employee for the final feedback session and to complete the final assessment. The supervisor will then submit the performance document for approval within the system.
      • When the employee has successfully completed the probationary, trial service or transition period, another Performance Document will be created within the system. It will start with the end of the probationary, trial service or transition period and end with the end of the fiscal year.
    • References