Topics Map > Employee Handbook > Performance Management
Divisional HR - Performance Management - Employee Information
Performance management is comprised of coaching, feedback and support to employees about their work, needs, and accomplishments related to the duties and expectations of their positions. Effective performance management strategies position Extension to provide employees with developmental opportunities, better recognize performance that exceeds expectations, and support employees who need to improve performance.
Extension Employee Information
The annual performance review is a requirement of UW-Madison. As an Extension employee you are a co-owner of the performance management process. Part of your role and responsibility is to collaborate with your supervisor to align your work with Extension’s mission, vision, values, and programmatic priorities and to ensure that you understand how your work fits into the Extension’s larger picture and strategic direction.
Extension Supervisor Information
Extension Supervisors have the responsibility to coach, provide high quality feedback, supervise and oversee the performance of their direct reports. With respect to Performance Management responsibilities this includes setting goals, adjusting them, communicating expectations and managing performance during the review cycle. They have the responsibility to gather information throughout the performance cycle that supports their evaluation regarding both the “what” (results) and the “how” (behaviors). Examples consist of solid data, are observable or verifiable and should be shared and discussed during regular check-ins.
Extension Performance Management Cycle
- Extension's performance management cycle runs January 1st - December 31st each year.
- Extension's mid-point conversations cover the period of January 1st - June 30th each year.
- Extension's probationary cycle will be different for each employee. It will consist of 6 months or 12 months depending on an employee appointment classification. After the probationary period, the employee will be enrolled into Extension's performance cycle (January 1st - December 31st).
Extension Performance Management Activities
- Thirty Day Conversation AKA Expectations and Goal-setting Conversation (within first 30 days of employment)
- Managers/supervisors should have initial expectation and goal-setting conversations with each employee who reports directly to them within 30 days of when a new employee begins work, and annually thereafter, at the beginning of the performance period.
- Informal Conversations (Ongoing)
- Managers/supervisors should conduct regular informal conversations with all employees who report directly to them. These meetings should consist of coaching, feedback, and support to employees about their work, needs, and accomplishments related to the duties and expectations of their positions. Informal conversations do not need to be documented.
- Mid Probation Conversation (halfway through probationary period)
- Approximately midway through the employee’s probationary period feedback must be documented to identify whether the employee’s performance is meeting expectations. It is meant to be less formal than the Summary Probation Evaluation.
- Summary Probation Evaluation (end of probationary period)
- At the end of the employee’s probationary period feedback must be documented to identify whether the employee’s performance met expectations and achieved probationary goals.
- Midpoint Conversation (January 1st - June 30th)
- Approximately midway through each performance year, midpoint feedback must be documented and identify whether the employee’s performance is meeting expectations.
- Summary (Annual) Evaluation (January 1st - December 31st)
- All managers/supervisors should conduct summary performance evaluation conversations with each employee who reports directly to them at the conclusion of each new employee’s probationary/initial evaluation period and the conclusion of each performance year thereafter.
Extension PMDP Resources
For additional performance management information, resources and tools go to the Performance Management SharePoint Site
In order to be eligible for general wage adjustment (GWA)/ pay plan or performance pay increases for the fiscal year, Extension supervisors must complete all required performance management activities for those employees whom they supervise, in accordance with the requirements of this policy.