Performance Evaluations

Employees and managers are held accountable for whether goals and duties are accomplished throughout the year. Progress check-ins are regular discussions that will happen two times a year. Once a year, it is useful and valuable to summarize cumulative employee performance with an overall rating.

  • Discuss what is going well and what can be improved
  • Check in on progress toward goals
  • Stay aligned on current projects
  • Agree on next steps

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 we should consider? 
  • Next steps 
    • What are your next steps? 
    • What help do you need to carry out the steps? 

Rating Scale

  • 1: Needs development – Does not consistently meet all expectations. Additional direction and support are required/needed. 
  • 1.5: Reliably delivers – Frequently needs additional direction and support beyond that which would be expected in the role.  
  • 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 that which would be expected in the role.   
  • 3.0: Consistently exceeds – Consistently exceeds or delivers beyond expectations. Influences others to perform better. 

Incorporating UMKC Key Values and UM Success Factors 

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 use as part of the process. 

  • Evaluate performance as it relates to the UMKC Key Values (PDF). 
  • Evaluate performance as it relates to the UM System Success Factors. 
  • Evaluate performance as it relates to the expectations of the position. 
  • Evaluate performance based on competencies for professional field. 

ePerformance Training

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 help, please contact your ePerformance administrator Emily Strayhall. For technical help, contact HR. Alternatively, the UMHR Service Center can be reached at 800-488-5288 or via email. 

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