Performance Review
Keys to a Successful
Performance Review
 Know and understand the University and
department mission
 Understand the importance of roles and their
impact on the mission
 Maintain open communication throughout the
cycle to avoid surprises
 Schedule a mutually convenient date and time
 Reserve a private, neutral location
Performance Review cont.
 Get feedback from peers, direct reports,
customers/clients, co-workers, individual being
reviewed
 Use Objective Data – project completion or
management, reports written, work missed,
Performance Reviews not completed in a timely
manner; and
 Critical Incidents – ways the individual acted especially
effective or ineffective regarding accomplishments
without judging personality; and
 Behavioral Observations
 Appropriately recognize accomplishments and, as
necessary, identify areas that need strengthening
New and Improved
Features
 The form can be used for three types of
reviews
 Supervisor reviewing an employee
 Supervisor reviewing a supervisor
 Employee reviewing a supervisor
 Job Success Factors are expanded to include
better components and descriptions
 Job Success Factors were created to focus on
Managerial/Supervisory Employees
More Features
 Additional Evaluation Ratings
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Exceptional - New
Exceeds Expectations
Meets Expectations
Opportunity for Improvement - New
Unacceptable - New
Completing the Forms
 Complete the Employee Performance Review
form for all eligible staff
 Additionally, the Supervisor Performance
Review form should be completed for
individuals who have managerial and/or
supervisory responsibilities
 Objectively rate each Job Success Factor
(JSF):
 Relevant JSF components
 Provide a written evaluation of the employee’s
performance with regard to each JSF—pay special
attention to ratings equal to Exceptional and less
than Meets Expectation
Additional Components
and JSF’s
 Departments/Areas may add one or more
Additional Components to one or more JSF’s
 Department-Specific JSF’s with corresponding
components may be added, as well
 Human Resources must be notified in advance
that a department/area intends to add
components and/or JSF’s and what they are
Overall Performance
 After reviewing the applicable Job Success
Factors you must provide an overall review of
the individuals performance
 Select the appropriate rating and provide
comments
 Obtain Reviewee and Reviewer Signatures
and return to HRS
 Include any response from Reviewee
Performance
Objectives Form
 Use of the form is optional
 Suggested uses of the form:
 Supervisors and employees collaboratively develop
Performance Objectives for the employee in order to
address departmental and/or growth/development
needs during the normal review cycle
 Through discussions with newly hired employees,
supervisors and employees identify areas of
growth/development
 For those individuals who receive an evaluation of
“Opportunity for Improvement” or “Unacceptable”,
supervisors can establish objectives that address
the areas of need
Tips for Establishing
Objectives
 With reference to the positions major functions,
list specific, measurable objectives to be
completed and/or continued
 Identify keys to effectively accomplishing each
objective
 For example: resources, tools, and other kinds of
support.
 When and where appropriate, the employee
and the supervisor mutually agree upon
Objectives which may be acknowledged by the
Dean or Director
Review Of Objectives
 It is greatly encouraged that supervisors and
employees meet twice throughout the performance
period to discuss the progress made toward objectives
 Overall progress can be recorded in the Review of
Objectives section by providing comment and a
progress option under each Objective Progress
Review area
 Progress options – Objective Fulfilled, Progress Made,
or No Progress Made
 If Objectives are modified during the performance
period, you could include the description of the
changes in the Comments field
 You have the ability to provide a Final Objective
Evaluation
Questions?
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Contact: Sheila Wright
Email: sheila.wright@umontana.edu
Phone: 243-4595
Website: www.umt.edu/hrs; click on
Performance Review link in the list on the
left