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Performance Management

Performance management is an on-going process where leaders, faculty and staff work together to plan, monitor and review job performance and overall contribution to the university while supporting individual growth and development. More than just an annual performance evaluation, performance management is the continuous process of setting goals, assessing progress, and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.

Fundamental components of the Performance Management process at UAB include:

  • Discussion of expected job roles and how those contributions relate to the broader mission
  • Regular check-ins
  • Annual performance evaluation that includes self-assessment, manager evaluation, dialogue and feedback, and planning forward through goal setting

Performance Management at its Core

  • Manager and direct report meet regularly (at least monthly) throughout the year to review: 
    • Goals
    • Progress Against Goals
    • Celebrate Successes
    • Share Challenges

The Annual Performance Evaluation Process:

  • Employee Completes the Self-Evaluation
  • Manager Reviews The Self-Evaluation
  • Employee and Manager Meet for Performance Discussion
  • Manager Signs and Send Annual Review to Employee
  • Employee Signs Evaluation Form
  • Manager Uploads Evaluation Form

Online Form
Heads up: The FY20 Formal Evaluation Period has passed. Changes or new submissions are deactivated, but this system remains accessible for your reference.
Completed Form

  • Individual Development Plan Process: To Be Completed After The Annual Performance Evaluation

    Individual Development Plan Resources

  • Responsibilities for Managers

    A key element for supervisors and department chairs is regular performance conversations to support, coach and develop each employee. As a manager, performance management is critical to developing and retaining top employees. Core responsibilities include...

  • Responsibilities for Employees

    The performance management process is designed to help you succeed at UAB. The evaluation is your chance to showcase how you’ve done over the past year, highlighting your successes, your challenges, and your interests for the future. As an employee, your responsibilities include...

    • Work toward achieving your individual goals to support UAB’s goals.
    • Be open to feedback and take steps to improve.
    • Give others feedback.
    • Keep a record of your performance achievements, successes and challenges.
    • Complete a thorough self-evaluation.
    • Take responsibility for continuous learning and professional development.
  • Tools & Learning Resources

    Follow the links below for additional help and resources on Performance Management at UAB...

    • Preparation for Employees:
    • Virtual Workshops: Both workshops include tips for having a positive and productive performance conversation remotely in these times of COVID-19. Visit the UAB Learning Calendar to select a date and register upcoming sessions.
      • Making the Most of Your Performance Review is an interactive session for employees that offers a safe space for learning about reviews so that you can master yours and pave the way for regular performance conversations in the future.
      • Performance Management Review for Managers covers the basic tenants of the UAB performance review process and best practices for an effective performance review.
    • Additional Performance Management Resources:
  • COVID-19 FAQs | FAQs for the App

    Frequently Asked Questions: Preparing for Performance Reviews During COVID-19

    Q: Is UAB going to continue annual performance reviews?

    Yes. While this has been a challenging year, we want to recognize accomplishments and plan ways for employees to continue to develop knowledge, skills, and abilities. Eligible full-time and part-time regular status employees in workgroups A and F* are still expected to complete performance reviews.

    *For the FY20 evaluation cycle and in an effort to maintain consistency with UAB Medicine, the School of Medicine is not required to complete evaluations. Department leaders are encouraged to continue to provide feedback and guidance to those they lead.

    Q: What is the timeline for completing reviews?

    The performance application will open on July 15 with an extended deadline of October 31.

    Q: What form and tools should I use for completing the self-assessment and manager review?

    For workgroup A, we encourage use of the performance review using the performance management app. The app will be open on July 15.

    Q: What if I have been on furlough?

    Your performance review time period will reflect furlough. Your time on furlough will not affect your performance rating.

    Q: How do I evaluate goals and accomplishments given the impact of COVID-19?

    Revisit if/how job roles and goals changed due to limited/modified business operations. Review goals and progress against goals, recognize and celebrate accomplishments, and discuss developmental areas. Clearly state how roles/goals will continue to be impacted in the foreseeable future.

    Q: Should performance while working remotely be assessed?

    Yes, employees were working differently, but still expected to keep business continuity and deliver results.

    Q: What if I don't have access to a computer?

    Work with your manager to discuss alternative ways to complete your performance review.

    Q: Given UAB's Health guidelines, what is the safest way to have the performance conversation?

    For effective dialogue, we recommend using Zoom or video chat. If employees don't have access to a video conferencing tool, schedule a phone conversation.

    Q: What if I have additional questions specific to my school or unit?

    Talk with your manager or contact your HR consultant.

    Q: How can I have an effective and productive performance conversation?

    1. Start by reviewing the self-assessment:
      • Have the employee review how the year went from their perspective.
      • What went well during the year?
      • What new roles did people take on? Will they continue?
      • What were the challenges?
      • How can the manager provide support?
    2. Discuss how things changed and how the employee adapted:
      • Revisit projects, deadlines and priorities
        • How did work change during COVID?
        • How did goals and priorities change?
      • Reassess priorities, success metrics, and quality level - given limited business operations and resources
    3. Communicate with respect and care
      • Listen for understanding
      • Ask for feedback and provide feedback: focus on the behavior, not the person
      • Ask open ended questions to further understanding and dialogue
      • Keep in mind the intangibles: emotional, cognitive and physical fatigue
      • Plan for follow up & schedule regular check-ins
    4. Focus Forward: Goals and Development
      • Define performance goals: consider disruptions as a potential for new opportunities
      • Capture how can strengths and talents be used in new ways
      • Utilize optional Individual Development Plan (IDP) — a tool to encourage ongoing professional development
      • For schools and units already using an IDP, continue using your form
      • Take advantage of Organizational Learning and Development resources to assist you. Check out, attend a webinar, or find a program.

    Frequently Asked Questions: Completing an Evaluation in the Online App

    Q: What is the difference between "Save," "Submit," and "Sign" on the evaluation app?

    Pressing the “Save” button allows you to return to the evaluation and continue working on it later. You should save your work frequently to ensure it’s stored in the app.

    Pressing “Submit” locks your evaluation to changes and sends it to another person for review. Submitting your self-evaluation allows your manager to view your ratings and comments; if you’re a manager, submitting an evaluation of an employee allows the employee to view your comments and ratings.

    Signing the evaluation finalizes the process. Both the employee and manager must sign an evaluation.

    Q: Can I make changes to my evaluation after I submit it?

    Once a self-evaluation is submitted, an employee can no longer make edits to the self-evaluation. Once a manager's evaluation is submitted, the manager can no longer make edits to the evaluation.

    Q: I'm a manager. Why can't I submit my evaluation of one of my employees?

    The manager's evaluation can only be submitted after an employee submits their self-evaluation. On the Manager Dashboard, the "Employee Submitted?" column indicates if an employee has submitted their self-evaluation.

    Q: I'm a manager. How do I reassign one of my employees to another supervisor?

    The first method is to reassign the supervisor in Oracle. This is the preferred option, as it ensures continuity across systems. After the data change ACT document is completed, allow 24 hours for the change to be reflected in the electronic evaluation app.

    The second option is to use the "Assign Supervisor" function in the electronic form. The manager must be assigned as the Oracle supervisor for both the new supervisor and the employee to be reassigned under the new supervisor. This change only affects the electronic evaluation and does not impact other systems. When reassigning a supervisor, the new supervisor is entirely responsible for the evaluation.

    Q: How do I add goals to my evaluation?

    To add goals, open the "View My Goals" tab in the app. Any goals entered will be automatically populated on your self-evaluation. After submitting your self-evaluation, goals become locked for edits.

    Goals are optional for Individual Contributors and Emerging Leaders, and required for Functional Managers, Functional Directors, and Organizational Leaders.

    Q: What do the fields "Goal," "Goal Description" and "Goal Type" mean?

    Use the "Goal" field to enter your goal. "Goal Description" is an optional field to add additional information you may wish to capture about that goal, such as steps to achieve, assistance or resources that may be needed, or any general comments.

    There are two goal types as a part of UAB's performance management process: development goals and performance goals. Development goals are activities that will add to the employee’s ability to perform their job more effectively and/or prepare them for additional responsibilities. Development goals relate to training, learning, skill building, or other aspects of professional or career development. Performance goals relate to productivity, accountability, assignments, or other aspects of work performance.

    Q: Are goals evaluated?

    To allow time for acclimating to the process of setting and maintaining goals, they are not evaluated as part of the FY 2020 evaluation form; however, employees and managers have the ability to add comments to goals as desired.

    Q: What is the FY2020 Formal Evaluation Period?

    The Formal Evaluation Period is July 15-October 31.

    Q: What are the deadlines for completing a self-evaluation or manager evaluation?

    The electronic evaluation must be fully completed and signed by the manager and employee by October 31. Some departments may set internal timelines for completing these steps; however, there is no university-wide requirement for individual actions such as completing the self-evaluation, completing the manager evaluation, or having the performance conversation.

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