Learning & Development

The annual evaluation is a formal, once-yearly performance evaluation. These evaluations consist of a performance conversation that includes self-assessment, manager evaluation, dialogue and feedback, and planning forward through goal setting.

For Workgroup A, please use the performance management app to complete your annual evaluation. Central HR requires annual evaluations for the following employees:

• Regular full-time (01) and part-time (03) staff in Workgroup A
• Regular full-time (01) and part-time (03) faculty in Workgroup F

Click here to find your workgroup.

Any employee receiving a merit increase must complete an annual performance evaluation. The app will be open on July 1.

Work with your manager to discuss alternative ways to complete your performance review. Employees complete annual evaluations according to their Workforce Group assignment shown below.

Annual evaluations are completed during the university-wide Formal Evaluation Period, July 1-September 30. During this time, schools and units have the flexibility to determine specific dates (within this window) for submitting self-evaluations, supervisor evaluations, conducting performance conversations, etc. as needed; however, all evaluations must be completed by September 30.

The assessment criteria for performance evaluations in UAB Perform system were developed over a multi-year process with input from faculty and staff across campus. View more details here.

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

You do not have to agree with your supervisor; however, your signature is required only as confirmation that an annual evaluation conversation took place.

If you disagree with the information provided by your supervisor in your review, you can work with your supervisor and/or contact your HR Consultant.

At UAB, merit raises are based on the merit budget and employee job performance. UAB Department of Compensation provides mangers a merit matrix as a guide to help distribute the department’s merit pool equitably based on individual performance.

For the best experience, we recommend having the conversation in person. If this is not available, virtual conferencing can be used. Watch this LinkedIn Learning video on giving feedback virtually.