1. What is changing about UConn’s performance evaluation process?

A: UConn is shifting to a simpler, more conversation-driven evaluation process. Instead of a heavy, once-a-year focus on forms and ratings, the new approach emphasizes:

• New forms
• Broad, meaningful goals
• Regular check-ins between employees and managers
• A year-end evaluation that summarizes those ongoing conversations

The formal review remains part of the process, but we’re working to make it clearer, fairer, and easier to navigate.

2. Why is UConn simplifying performance evaluations?

A: Traditional reviews tend to spike at two points: when goals are set and at year-end, when everyone is scrambling to remember what happened. That often turns the process into paperwork rather than a useful conversation about your work.

The simplified approach focuses on:

• What you accomplished
• The impact of your work on your unit’s priorities
• How you achieved your results (skills, behaviors, collaboration)
• Having open and helpful communication between managers and employees

This is meant to support your growth and keep the process connected to real, day-to-day work.

3. What is the three-step evaluation cycle?

A: The new process follows three stages:

Ongoing check-ins throughout the evaluation cycle: A scheduled meeting at least once every two months where the employee and manager discuss progress, support needs, next steps, and any necessary goal adjustments.

• Completion of forms:
• Employee Input Form: You highlight important situations, your contributions, the results, and why they mattered.
• Manager Evaluation Form: Your manager writes a narrative-based review and applies a simple 3‑point rating.
• Meet: You meet to discuss the review, talk about strengths and growth areas, and set or adjust goals for the next cycle.

Thinking about it as a cycle reinforces that performance management is ongoing, not just a once-a-year event.

4. What is the Employee Input Form, and how is it different from a self-rating?

A: The Employee Input Form is your opportunity to highlight your key accomplishments and contributions over the evaluation period. It asks you to briefly describe:

• Situations you faced
• The actions you took
• The results you achieved
• The impact of those results

There are no numeric self-ratings on this form. Instead of rating yourself on a scale, you provide a short narrative that helps your supervisor understand your work and impact.

5. Will I still have a say in my evaluation?

A: Yes. You play an active role in several ways:

• Completing the Employee Input Form
• Participating in regular check-ins throughout the year
• Reviewing your written evaluation in advance
• Sharing your reactions, questions, and perspective during the evaluation meeting

The goal is a two-way conversation that builds on what you’ve discussed throughout the year.

6. What rating scale will be used, and what do the ratings mean?

A: Units using the new model will move to a 3-point rating scale:

• Requires Improvement – Important expectations or goals were not consistently met (either in results, how the work was done, or both).
• Meets Expectations – You successfully met, or made strong progress toward, the important expectations and goals for your role.
• Exceeds Expectations – Your performance was truly exceptional, consistently going above key expectations and having a strong, positive impact.

7. Why is “Meets Expectations” the most common rating?

A: Under this simplified model, “Meets Expectations” is the normal, expected rating for solid, hardworking employees who are doing their jobs well.

8. What if my supervisor and I didn’t have regular check-ins this year?

A: The new process still applies, and this cycle can be reset. Your supervisor will:

• Use your Employee Input Form, available evidence, and any feedback to prepare the review
• Discuss accomplishments, challenges, and expectations with you during the evaluation meeting
• Work with you to establish a more consistent pattern of check-ins going forward

The intent is that future evaluations will feel like a summary of ongoing conversations—not a surprise.

9. What should I expect during my evaluation meeting?

A: During the evaluation meeting, you can expect:

• To receive your written evaluation 1-2 days in advance, giving you time to read and reflect
• A clear explanation of how your manager approached the process and arrived at the rating
• A walk-through of your accomplishments, growth areas, and goals using real examples
• Space to share your perspective, ask questions, and discuss next steps

If anything is difficult or unexpected, your supervisor is encouraged to acknowledge that and, if needed, schedule follow-up conversations.