Performance Management

• Define Criteria - due 01/31/2023
• Checkpoint 1 - due 03/15/2023
• Checkpoint 2 - due 05/15/2023
• Finalize Criteria - due 10/15/2023
• Complete Self Evaluation - due 11/15/2023
• Review Manager Evaluation - due 11/30/2023

• 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. We strongly recommend, however, 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.

• 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 (Goals & Competencies) 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 complete the final performance evaluation and meet with the employee for the final feedback session. 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.

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.

Role, Evaluation Tools, & Additional Resources

1. Supervisor Step-by-Step Reference Guide for Completing Performance Documents
2. See Participant Guide: Writing SMART Goals for:

• Role of Supervisor
• Examples of Well-written Performance Goals
• Examples of Well-written Development Goals

2. ePerformance Recorded Training Session: Writing SMART Goals (January 2023)
3. Copying Goals in ePerformance (PDF)
4. See Participant Guide: Completing Self Evaluations for:

• CWU Competency Definitions and Rating Factors

Conflict Management Resources

Role, Evaluation Tools, & Additional Resources

1. See Participant Guide: Writing SMART Goals for:

• Role of Employee
• Examples of Well-written Performance Goals
• Examples of Well-written Development Goals

2. ePerformance Recorded Training Session: Writing SMART Goals (January 2023)
3. Tool to check your goals - Are they well-written, SMART Goals?
4. See Participant Guide: Completing Self Evaluations & Annual Reviews for:

• Annual Self Evaluation Overview
• CWU Competency Definitions and Rating Factors

4. ePerformance Recorded Training Session: Self Evaluations & Preparing for Final Review (November 2021)

• 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.

• CWU Performance Management Policy
• Washington Administrative Code (WAC) 357-37 Performance Management
• CWU Bargaining Unit 1 Contract - WFSE
• CWU Bargaining Unit 3, 4, 5, 6, 7, 8 and 9 Contract - PSE
• The rules regarding performance evaluation for exempt employees can be found in the Exempt Policy / Procedures
• For evaluation of faculty, please see the Faculty Bargaining Unit Agreement. Questions on faculty evaluation may be directed to your Dean or to the Provost.