Performance Reviews

Performance reviews are an opportunity to support the growth and development of our team by establishing an open dialogue between supervisors and employees to discuss performance and set goals for the coming year.

The information and resources below will be helpful as you begin your review. Please keep in mind that while we're all completing a performance review in the same online system in Employee Self-service, each supervisor's process may vary. You are encouraged to reach out to your supervisor to further discuss the process prior to initiating your review.

Your supervisors are here to help! Reach out with questions at any time during the process. If they don't have the answer, they will find someone who does.

What's New?

1. For the upcoming performance review cycle ending March 31, 2024, the University of Iowa is changing one of the universal competencies used during performance reviews. What was the Diversity, Equity, and Inclusion competency will change to Welcoming and Respectful Environment.
2. Two Fireside Chats have been scheduled with Tracey Pritchard from Provost HR to give staff and supervisors the opportunity to ask questions related to performance reviews.
3. The Office of the Registrar is requiring engagement to be a goal or part of one of your goals this year.
4. Provost HR is not requiring a specific DEI goal this year.

Additional information is available below.

Steps for Completing Your Review

Review period: Jan. 1–Dec. 31, 2023

1. Initiate your performance review in Employee Self-service.
2. Comment on all universal competencies.
3. Comment on your goals and accomplishments from the review period. Engagement opportunities should also be recorded in this section.
4. Review your job description.
5. Create new goals for 2024.
   1. The Office of the Registrar asks that you create a minimum of three goals.
   2. Engagement should be a goal or part of one of your goals.
      
6. Hold your performance conversation and submit your evaluation.

Deadlines

Internal deadline: Friday, March 22, 2024

Office of the Provost deadline: Sunday, March 31, 2024

Some supervisors may have additional deadlines based on their performance review process.

Universal Competencies

For the upcoming performance review cycle ending March 31, 2024, the University of Iowa is changing one of the universal competencies used during performance reviews. What was the Diversity, Equity, and Inclusion competency will change to Welcoming and Respectful Environment. This change aligns UI with a recommendation from the Board of Regents’ DEI Study Group report while supporting the goals of the 2022-2027 Strategic Plan.

Universal competencies are those that apply to all university jobs, support our mission, and are consistent with our core values; they are:

• Collaboration and positive impact
• Service excellence and customer focus
• Welcoming and respectful environment

Please comment on all three competencies.

Some staff may have already submitted their performance review for this year. In these select instances, supervisors and staff will not be asked to resubmit a new review unless the employee requests it.

Reviewing Your Job Description

Last year, all staff were required by the Office of the Provost to update their job descriptions.

To ensure job descriptions remain up to date and accurately reflect the work we are doing, we would like to encourage everyone to review their job descriptions annually during your performance review and discuss any discrepancies with their supervisor. 

You will find an up to date copy in your e-Personnel folder within Employee Self-service.

Goals

Review Period Goals

Please comment on your goals from the Jan. 1 to Dec. 31, 2023 review period. You may do so in the online performance review or in a separate document that will be attached to your review. This process may vary between supervisors. Please check with your supervisor to see if they require completion of a specific template.

2024 Goals

The Office of the Registrar is asking everyone to create a minimum of three goals for 2024, with engagement being one goal or part of a goal. Some supervisors may ask for additional goals.

Please consider reviewing the following resources for help in creating goals. Unless required by your supervisor, you are not expected to complete any of these documents. They are meant to serve as guidance for creating goals.

• Tips for setting goals
• University of Iowa goal worksheet (template to create goals for the next review period using the SMART goal model)
• About SMART goals
  
• Additional SMART goals template
• 2024 Goal Setting Template-Registrar
• 2023 Review - 2024 Goals Template

Fireside Chats for Performance Reviews

Please join us for the following Fireside Chats about performance reviews.

Fireside Chat: Performance Reviews for Employees

Thursday, Feb. 1 at 10 a.m. on Zoom

Tracey Pritchard from HR will help us with considerations from the employee's point of view as we go through the performance review process. Some topics that may be covered are:

• How do I write my goals?
• What if I disagree with my supervisor’s ranking?
• How do these impact my salary?
• How much do I need to write?
• What if I didn’t meet my goals last year?
• Do I need to submit evidence?

Fireside Chat: Performance Reviews for Supervisors

Thursday, Feb. 15 at 2 p.m. via Zoom

Tracey Pritchard from HR will help us with considerations from the supervisor's point of view as we go through the performance review process. Some topics that may be covered are:

• How do I evaluate the goals of those I supervise? Do I have to write their new ones?
• How much do I need to write? Can I use bullet points, or does it need to be sentences? Can you give examples?
• Does HR ever look at these?
• I am nervous about the rating impacting a salary. How does my perspective impact my team’s financial situation?
• Can I require feedback from other people? Can I require certain things in goals?
• What if the conversation gets emotional?

Please feel free to submit questions in advance to Sara Sullivan.

Resources, Tips, and Tricks

The following resources are available online or on the All Staff Team for both staff and supervisors.

Resources for Everyone

• Performance review overview
• Universal competencies
• Performance descriptors (for ratings)
• AACRAO core competencies
• Best practices for requesting feedback
• Microsoft Copilot

Resources for Supervisors

• Performance review checklist
• Resources, training, and consultation

Additional Tips and Tricks

As we think about the evolution of our office and the desire to build a stronger culture, we want to also be thinking about how we can use performance evaluations to support the team. Below are some tips and tricks to consider throughout the year.

• Hold a quarterly check-in to review and discuss goals
• Request feedback from others outside your unit but inside the office
• Request feedback from individuals you work with on a consistent basis outside of the office
• Encourage your team to give themselves their own ranking
• Create a folder on your desktop or in your email to keep artifacts and other information that you can connect with your review each year
• Use engagement as a goal to help your supervisor identify ways to support your professional development