The UAB Philosophy
- People-Centered Mentality
Stronger relationships between managers and staff lead to higher performance and engagement. - Frequent Check-ins
Frequent performance conversations allow these relationships to thrive and align our behaviors with UAB’s Shared Values.
The graphic shows UAB's Continuous Performance Management Process where regular one-on-one meetings and quarterly performance check-ins, followed by the annual performance evaluation, form a continuous loop. The process is ongoing and cyclical, emphasizing continuous feedback and communication throughout the year rather than a single annual review.
Annual Performance Evaluation
The annual evaluation is a conversation about one’s annual performance.
The steps include:
- Reviewing previous year goals and adding upcoming year goals
- Discussing your Self Evaluation
- Meeting with your manager
- Signing your Performance Evaluation
For more information, see Annual Performance Evaluation Best Practices.
Frequency
Once a year during the annual performance evaluation period (July 1-September 30).
Performance Check-in Conversations
Managers should check-in to assess goal achievement, provide feedback, and offer coaching for better performance. This conversation includes:
- Requesting support
- Giving and receiving feedback
- Assessing career and development goals
- Reprioritizing important work
For more information, see Check-In VS One-on-One or attend Optimizing Performance: Your Check-in Strategy.
Frequency
Quarterly – recommended at least once every three months.
Regular One-on-One Meetings
One-on-ones with managers are critical to performance and engagement. This conversation includes:
- Giving status/project updates
- Addressing challenges and barriers
- Sharing accomplishments and information
For more information, see Check-In vs. One-on-One.
Frequency
Recommended every two to four weeks.