Annual Performance Evaluations

Performance Evaluation Forms

• Professional Staff – Performance Evaluation Form
• Classified Staff – Performance Evaluation Form
• UAW Research– Performance Evaluation Form

Downloading the Forms

Google Doc Version

To use the Google Doc version of the evaluation form:

1. Confirm you are signed in to your Google account.
2. From the top-left menu, select File.
3. Choose Make a copy.
4. Rename the document and save it to your Google Drive.
5. You will now be able to edit the document and add comments.

Microsoft Word Version

To download a Word version of the evaluation form:

1. Select File in the top-left menu.
2. Choose Download → Microsoft Word (.docx).

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Components of the Evaluation Process

The performance evaluation process includes the following key components:

• Set Goals and Expectations
  Employees and supervisors review goals, expectations, and the job description annually. Email Christie Peralta (cperal23@uw.edu) for the most recent job description the department has on file.
• Continuous Feedback
  Employees and supervisors meet regularly throughout the year to discuss progress and performance.
• Written Evaluation
  A written evaluation is provided to both Classified and Professional staff.
• One‑on‑One Performance Evaluation Meeting
  Supervisors are responsible for scheduling a meeting to review and discuss the written evaluation with the employee.
• Signatures
  Following the meeting, both the employee and supervisor sign the finalized written evaluation.

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Expectations for Supervisors

Supervisors are expected to:

• Schedule time to meet with each employee for the evaluation discussion.
• Ask the employee whether they would like to provide names of individuals from whom the supervisor may solicit optional feedback.
• Complete the written evaluation and provide it to the employee at least one business day prior to the one‑on‑one meeting.
  • If using the conversational approach, complete as much of the form as possible in advance and finalize it after the discussion.
• After the meeting, ensure the final evaluation is signed by both parties and returned to Christie Peralta (cperal23@uw.edu).

Important Reminder:

The formal performance evaluation meeting should never be the first time a performance concern is raised. Supervisors are responsible for addressing concerns in advance and supporting employee improvement throughout the year.

Expectations for Employees

Employees are expected to:

• Review their current job description to ensure it accurately reflects their responsibilities.
• Review performance goals and objectives from the previous period.
  • Request a copy of your prior evaluation from your supervisor or Christie if needed.
• Be prepared to discuss overall performance from the past year.
• Reflect on accomplishments, special projects, and professional development goals for the coming year.
• Verify completion of required UW employee trainings.

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Deadlines and Important Notes

• June 30 Deadline – College of Engineering
• Merit Increases for Professional Staff (September)
  Performance evaluations are required as part of the merit increase process and must be completed and on file in a timely manner.

Please schedule meetings and request feedback as early as possible to ensure all staff are appropriately flagged as meritorious.

Resources for More Information

UWHR Employee work performance

MyCoE Performance management

FAQs (Frequently Asked Questions)

What if I already completed a training but can’t find documentation?