{"id":2780,"date":"2026-02-02T11:51:41","date_gmt":"2026-02-02T17:51:41","guid":{"rendered":"https:\/\/uwm.edu\/policy\/?post_type=library&p=2780"},"modified":"2026-03-19T15:11:54","modified_gmt":"2026-03-19T20:11:54","slug":"annual-evaluation","status":"publish","type":"library","link":"https:\/\/uwm.edu\/policy\/library\/performance-management\/annual-evaluation\/","title":{"rendered":"105.03 – Annual Evaluation"},"content":{"rendered":"\n
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A formal performance evaluation shall be conducted with each employee at least every 12 months. For instructional academic staff, the annual evaluation period aligns with the calendar year (as indicated in Table 1). For non-instructional and research academic staff, the annual evaluation period aligns with the fiscal year (as indicated in Table 2).<\/p>\n\n\n\n

A. Instructional Academic Staff<\/h2>\n\n\n\n
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  1. For instructional academic staff on fixed-term, terminal appointments of one year or less, the timing and format of the annual evaluation shall be at the discretion of the hiring unit.<\/li>\n\n\n\n
  2. For instructional academic staff on fixed-term, terminal appointments longer than one year, the timing and format of the annual evaluation shall be in accordance with Table 1 below.<\/li>\n\n\n\n
  3. For instructional academic staff with the expectation of continuing appointments (as defined in 105.02), the timing and format of the annual evaluation shall be in accordance with Table 1 below.<\/li>\n<\/ol>\n\n\n\n

    Table 1: Schedule for Instructional Academic Staff Performance Evaluation<\/h3>\n\n\n\n
    Steps<\/th>Timeline<\/th><\/tr><\/thead>
    1. Announcement of required annual review (covers period of January 1 through December 31 of the current year)<\/td>By December 1<\/td><\/tr>
    2. Employee submits self-evaluation<\/td>By February 15<\/td><\/tr>
    3. Conference between supervisor and employee<\/td>Steps 3 and 4 completed by April 1<\/td><\/tr>
    4. Written evaluation by supervisor based on employee\u2019s self-evaluation and conference<\/td>Steps 3 and 4 completed by April 1<\/td><\/tr>
    5. Opportunity for employee to respond to written evaluation<\/td>By April 15<\/td><\/tr>
    6. Combined self-evaluation, supervisor\u2019s written evaluation, employee\u2019s written response (if any) signed by employee and their supervisor and sent to unit HR Business Partner, with a copy sent to the department head (if applicable) and dean\/division head.<\/td>By April 30<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

    If the supervisor does not deliver a written evaluation, the employee\u2019s self-evaluation will stand as the annual performance evaluation. Completion of the annual evaluation is one of the requirements for an employee\u2019s pay plan eligibility.<\/em><\/p>\n\n\n\n

    B. Non-Instructional and Research Academic Staff<\/h2>\n\n\n\n
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    1. For non-instructional and research academic staff on fixed-term, terminal appointments of one year or less, the timing and format of the annual evaluation shall be at the discretion of the hiring unit.<\/li>\n\n\n\n
    2. For non-instructional and research academic staff on fixed-term, terminal appointments longer than one year, the timing and format of the annual evaluation shall be in accordance with Table 2 below.<\/li>\n\n\n\n
    3. For non-instructional and research academic staff with the expectation of continuing appointments (as defined in 105.02), the timing and format of the annual evaluation shall be in accordance with Table 2 below.<\/li>\n<\/ol>\n\n\n\n

      Table 2: Schedule for Non-Instructional Academic Staff Performance Evaluation<\/h3>\n\n\n\n
      Steps<\/th>Timeline<\/th><\/tr><\/thead>
      1. Announcement of required annual review (covers period of July 1 through June 30 of the past fiscal year) Manager (supervisor) initiates the review in Workday. Participating employees will get a notification in Workday once managers (supervisors) initiate the process.<\/td>By July 1<\/td><\/tr>
      2. Employee submits self-evaluation<\/td>By August 15<\/td><\/tr>
      3. Conference between manager (supervisor) and employee<\/td>By September 15<\/td><\/tr>
      4. Written evaluation by manager (supervisor) based on employee\u2019s self-evaluation and conference<\/td>By September 15<\/td><\/tr>
      5. Opportunity for employee to respond to manager\u2019s (supervisor\u2019s) written evaluation<\/td>By September 20<\/td><\/tr>
      6. Manager (supervisor) submits final evaluation in Workday<\/td>By September 30<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

      If the manager (supervisor) does not deliver a written evaluation, the employee\u2019s self-evaluation will stand as the annual performance evaluation. Completion of the annual evaluation is one of the requirements for an employee\u2019s pay plan eligibility.<\/em><\/p>\n<\/div>\n\n\n\n

      <\/div>\n\n