Human Resources
Annual Reviews
Late Summer - Early Fall | Set Expectations
- Supervisors meet with direct reports to ensure employees understand CWU's Vision, Mission, and Values.
- Supervisor and employee discuss expectations for upcoming year and create goals (if desired).
Year Round | Check In Regularly
- Supervisor and employee meet regularly to discuss performance and progress.
Late Spring - Summer | Conduct Evaluation in ePerformance
- Employee Self Evaluation: Supervisors ask employees to reflect on their strengths and opportunities for improvement and add Comments on the Evaluation Tab. (Deadline: July 15)
- Manager Evaluation: Supervisors consider employees’ key strengths and opportunities for growth and add Comments on the Evaluation Tab. (Deadline: July 31)
- Discussion: Supervisors and employees have a two-way conversation to review the past year’s performance and start planning for the upcoming year.
ePerformance Process
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Overview
Supervisors are responsible for conducting annual performance evaluations for each permanent employee. This includes defining success, discussing development, providing year-round coaching and feedback, and evaluating end-of-year performance.
Exceptions for Student and Temporary Employees
Formal performance reviews are not mandatory for student and temporary employees. However, regular, informal discussions about performance and development are strongly advised.
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Tools
Writing Goals:
ePerformance Quick Guides:
Performance Management:
- Conflict Management Resources
- Rewards and Recognition
- The Stay Interview - 7 Questions to Ask
- Succession Planning
- Tough Conversation Planner
- Weekly One-on-One Check-Ins (PDF)
- Wildcat Way
- CLA Online AI Simulator - Giving Constructive Feedback
- CLA Online AI Simulator - Managing Emotions During Crucial Conversations
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ePerformance - Goals Training Sessions
In these sessions, you will learn about goals and how they fit into performance management. Topics we will focus on include the following:
- SMART goals
- performance vs. development goals
- how to compose SMART performance and development goals.
All ePerformance - Goals Training sessions are offered online through Teams.
Session Details:
- January 21, 11am-12noon, online via Teams - ENROLL NOW
- January 29, 2-3pm, online via Teams - ENROLL NOW
- February 3, 9-10am, online via Teams - ENROLL NOW
For additional assistance writing goals, please email cla@cwu.edu.
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Probationary, Trial Services and/or Transition Reviews - Civil Service Employees
- Employees serving a probationary, trial service or transition period must be formally evaluated in compliance with the applicable policy or bargaining agreement. 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.
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References
- (CWU 301-13) CWU Performance Management Policy / Procedures
- Washington Administrative Code (WAC) 357-37 Performance Management
- CWU Bargaining Agreements - WFSE, PSE, Teamsters, & UFC
- The rules regarding performance evaluation for exempt employees can be found in the (CWU 305-03) Exempt Policy / Procedures.
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