Mid-Year Check-In for the 2015 Performance Plan is due September 1, 2015

Resources are located near the bottom of this page.

Performance Management Program

The performance management program is intended to help employees be successful in their jobs at Utah Valley University and participate in continuous feedback and support. Performance management also helps achieve individual, department and institution-wide results by:

  • opening lines of communication;
  • promoting a work environment in which goals are set and achieved through working together;
  • coaching performance at different levels; and
  • providing the tools to plan, maintain, and continuously improve future performance.

The performance management program applies to full-time, non-faculty staff.

Evaluation Cycle

  • During the year - Effective and balanced coaching and feedback (performance feedback at least quarterly).
  • January to March - Leaders meet with staff employees for annual performance plan evaluations and together, supervisor and employee create work goals for the upcoming year.
  • April - Final reports submitted by HR to executive leadership.

Evaluation Tools

  • The electronic performance management system found at www.uvu.jobs/hr
  • Supervisor: Preparing for a Performance Evaluation Discussion - A guide to help leaders prepare for a performance evaluation discussion with their employees.
  • Employee: Preparing for a Performance Evaluation Discussion - A guide to help employees prepare for a performance evaluation discussion with their leader.

Evaluation Process

  • Employees complete a self-evaluation of their Performance Plan 2014.
  • Supervisors complete their evaluation of the employee’s Performance Plan 2014.
  • 2nd Level Supervisors review and approve the evaluation completed by the Supervisor.
  • Supervisors and employees then complete a “Supervisor Employee Review Meeting” to discuss the evaluation and review the employee’s progress.
  • Supervisors “Complete” the meeting in the electronic performance management system. 
  • Employees “Acknowledge” the meeting occurred in the electronic performance management system.

Code of Conduct and Conflict of Interest Disclosure Statement

As part of the Annual Performance Evaluation Discussions, each supervisor must review the Code of Conduct and a Conflict of Interest Disclosure Statement with employees. Each employee must then complete the Disclosure Statement and return it to HR. The Code of Conduct and the Conflict of Interest Disclosure Statement forms may be found below. For specific questions regarding the Code of Conduct or the Conflict of Interest Disclosure Statement, please contact University Compliance Services at extension 8156 or visit their web page at www.uvu.edu/compliance.

Code of Conduct (pdf)

Conflict of Interest Disclosure Statement (pdf)

Resources

Trainings and Open Lab Dates/Times (pdf)

Employees: Evaluating a Performance Plan (pdf)

Supervisors: Evaluating a Performance Plan (pdf)

Creating a Performance Plan--Instructions for Employees (pdf)

Reviewing a Performance Plan--Instructions for Supervisors (pdf)

Goals and Core Competencies (pdf)

2014 Annual Performance Evaluation Information Sheet (pdf)

2015 Frequently Asked Questions of Performance Evaluations (pdf)

2015 Performance Management Overview Document (pdf)

Supervisor: Preparing for an Evaluation Discussion (pdf)

Employee: Preparing for an Evaluation Discussion (pdf)

Reference:

Policy #331 - Performance Evaluation for Staff Employees

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Questions regarding performance evaluations may be directed to the Human Resources Department at extension 8207.