Performance Review Tips

For more information on how the process was developed and the resources behind it you can download a powerpoint presentation from the CASI committee on

“Academic staff shall be reviewed annually in a manner appropriate to their work setting and responsibilities. Absent a review document in an employee’s personnel file, it shall be assumed that the employee’s performance has been at least satisfactory.” ASPP 10.01 

While review of an employee's performance is often related to a merit review process, determination of merit should not be the sole reason for a performance review.

It is recommended that performance review of academic staff occur on a continual basis throughout the year rather than take place only at the conclusion of a project, training period, or specified time period.

FAQ's for Academic Staff related to performance and other position info of interest.

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Individual Written Review at Request of an Employee

Once each year, an employee may request a written performance review from his/her supervisor regardless of the method of review used by the work unit as a whole. The request shall be in writing and should include pertinent documents, such as activity reports, updated position description, or other documents to be considered by the supervisor when conducting the review. The supervisor shall prepare a written review and provide a copy of the review to the employee and place a copy in the employee's personnel file. The staff member may prepare a written response to the performance review and place it in the personnel file.

Establishing or Changing the Method of Review

Academic staff shall participate in establishing the criteria and defining the methods of performance review to be used in the unit. These criteria and methods shall be placed on file in the offices of the dean or director. An academic staff member who disagrees with the criteria or methods of performance review may file a written statement of objection with the unit head and the dean or director.

Academic staff members of a unit may request the criteria and methods of performance review be changed. Academic staff of the unit shall participate in developing and implementing the changes.

Templates for Conducting the Review Process

Performance Review forms  PDF | Word
Powerpoint Overview behind the recommendations and additional support data encouraging implementation of the process]

These documents are intended to provide easy access to recommended tools and guidelines for conducting the review process.
The documents can be adjusted to meet the specific needs of any given department or unit.

For more information on the university-wide performance review process and procedures, see Academic Staff Policies and Procedures (ASPP) chapter 10.

For School of Education academic staff, forward all questions and concerns about performance reviews contact Staci Francis sfrancis@education.wisc.edu or 262-6139 with . All completed forms can be susmitted to Staci for processing.

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Benefits of Establishing a Review Process

Employee Benefits of Performance Reviews:

  1. Reviews are an opportunity to showcase innovations and highlights in your work accomplishments.
  2. Reviews are an opportunity to discuss the development of your professional growth plan with your supervisor.
  3. Reviews are an opportunity to enhance communication connections between yourself and your supervisor.
  4. Written performance reviews may be useful in:
    a. Building Portfolios
    b. Setting Goals
    c.  Recording a history of performance
    d. Fostering a consistency in expectations

Preparing for Performance Reviews:

  1. Know the manner in you will be reviewed (supervisor review, peer review, committee review, self review etc.).
  2. Prepare a short summary of your work accomplishments, committee work and professional development activities over the previous year.
  3. Reflect on progress towards previously established goals.
  4. Develop future goals.

Reminders:

Performance reviews are a good opportunity to discuss

  1. The possibility of a longer term appointment (additional job security).
  2. Potential job title changes (which typically result in increased pay).
  3. The connection between your performance and merit awards