The University of Missouri System’s new approach to performance feedback is grounded in the belief that frequent, honest conversations between managers and employees drive better performance and engagement. Progress check-ins are regular discussions that will happen two times a year to:
- Discuss what is going well and what could be better,
- Check in on progress toward goals,
- Stay aligned on current projects, and
- Agree on next steps.
In a performance-oriented culture, employees and managers are held accountable for whether goals and duties are accomplished throughout the year. Once a year, it is useful and valuable to summarize cumulative employee performance with an overall rating.
Progress Check-in Timeframe
The performance review process includes two scheduled Progress Check-In discussions during the fiscal year.
- First Progress Check-In: Mid-fiscal year discussion
- Second Progress Check-In: End-of-fiscal year discussion and ratings
Progress Check-in Prompts
- Highlight Positives and Accomplishments
- What have you achieved/completed since our last meeting?
- What is working well and helping you meet your goals/objectives?
- Highlight Concerns and Growth Opportunities
- Have you experienced any challenges in meeting your goals?
- Do you have concerns or developmental opportunities?
- Are there any changes to these goals that we should be considering?
- Next Steps
- What are your next steps?
- What assistance do you need to accomplish the steps?
- 1: Needs development – Does not consistently meet all expectations. Additional direction and support are required/needed.
- 1.5: Reliably delivers – Sometimes needs additional direction and support.
- 2.0: Reliably delivers – Consistently meets expectations. Might exceed some expectations. Requires little to no additional direction to achieve established responsibilities.
- 2.5: Reliably delivers – Frequently delivers beyond expectations.
- 3.0: Consistently exceeds – Consistently exceeds or delivers beyond expectations. Influences others to perform better.
Looking for Additional Information & Resources?
Please visit the UM System ePerformance website for additional information and resources.
Highlights of the New Process
- Clarifies and aligns objectives with university/unit goals
- Creates a culture of accountability and candor
- Supports a shared responsibility between supervisor and employee
- Identifies training and development desires and needs
- Emphasizes informal recognition
- Builds upon existing structures (e.g., competency models, institutional values, etc.)
- Measures and documents performance
- Provides flexibility to supervisors (e.g., academic calendar, budget cycle, year-end metrics, numerous direct reports, seasonal work, etc.)
- Annual score aids in determination of merit
Incorporating UMKC Key Values, UM Success Factors, and More
As employees and managers complete Progress Check-Ins, especially those containing the annual rating, there are a few things we encourage you to take into consideration and utilize as part of the process, including the following:
- Evaluate performance as it relates to the UMKC Key Values.
- The UMKC Values include accountability, learning, respect, diversity, collaboration and integrity.
- View the UMKC Statement of Values and list of Key Values here.
- Evaluate performance as it relates to the UM System Success Factors.
- The UM Success Factors are the university’s competency model, or collection of competencies that help define what effective performance looks like. The success factors are accountability, collaboration, communication, customer focus, diversity & inclusion, judgement and time management.
- View more information about each Success Factor, including definitions, here.
- Evaluate performance as it relates to the expectations of the position.
- Evaluate performance based on competencies for professional field.
Staff and managers can access the Building a Performance Culture training module to learn about how our university can work together towards building a culture that emphasizes consistent communication and accountability.
If you have any questions about the ePerformance Progress Check-in process, the ePerformance platform, or if you need assistance, please contact your ePerformance administrator Megan Gonzalez, or for technical assistance, contact email@example.com. Alternatively, the UMHR Service Center can be reached at 800-488-5288 or via email at learningdevelopment@umsystem.