Contact

Organizational Effectiveness

Email
oe-leader@uiowa.edu
Phone
319-335-3558
Fax
319-335-2644
Campus Address
121-50 USB
Mailing Address

121 University Services Building, Suite 50
Iowa City, IA 52242-1911
United States

Performance reviews are a conversation between supervisor and employee to discuss performance and set goals. The Policy Manual provides more details about performance review philosophy and policy in the Performance Review for University Staff section.

Performance Review Period

There is one annual performance review cycle for staff, which begins in mid-April and ends on March 31 of the following calendar year. Departments may establish internal deadlines prior to March 31 to facilitate the needs and plans of the departments.

Performance Review Process

  • The supervisor schedules the review discussion with the employee.
  • The employee completes a self-review.
  • The employee updates their goal plan with progress notes and completes the online performance review form (P&S).
  • The supervisor completes the performance review form.
  • The employee and supervisor meet. During the meeting the supervisor shares their comments.
  • The supervisor may or may not modify their comments, and then sends the form to the employee.
  • The employee has an opportunity to comment and finalizes the form. Employees have 60 days after the performance review cycle deadline (March 31) to sign the review. If the review is not signed by the employee at this time, the review form will be uploaded to the employee's ePersonnel file in Self Service without the employee's signature.

Performance Review Forms

Performance Review Tool FAQ

Employees and supervisors can access the tool directly at http://talent.uiowa.edu/performance with their Hawk ID and password. Note: This may be different than an employee’s Health Care ID and password.

The tool is also accessible through Employee Self-Service by selecting My Career/Career & Performance/Performance Review.

  • All staff types (P&S non-bargaining, P&S bargaining, merit, and merit-exempt) in a regular appointment can use the tool.
  • It's integrated with the employee's ePersonnel file.
  • Documents can be attached and supervisor/HR reports are available.

A definition for each rating can be found in the performance review tool in the Overall Rating section. Definitions can also be found on the University Human Resources Performance Descriptors website.

The UI Health Care WE CARE Values statements are located on the UI Health Care Mission, Vision and Core Values website.

P&S non-bargaining employees can write goals in the Employee Goals & Accomplishments section of the performance review form. They can also upload (drag & drop) goal forms and templates into the Employee Performance Documents section of the review form.

A helpful performance review practice is to get feedback from direct reports - and others, as appropriate – for all staff who supervise employees. Feedback can also be useful for non-supervisory staff. For some recommended practices for requesting feedback, refer to the Best Practices for Requesting Feedback (pdf) on the Resources, Training, and Consultation website.

Performance reviews dating back to 2013 can be found in the employee's ePersonnel file. Supervisors can also access the prior review for their direct reports from within a current, in-process review, located in the section entitled Last Year's Performance Reviews.

When an employee has a documented remote, hybrid, or flexible-schedule arrangement, their supervisor will see an additional item in the Performance Review Tool. The supervisor can indicate whether the arrangement is being extended, is being revised, or has not been reviewed. The supervisor’s response will appear in the final draft of the review and the approved copy that is uploaded to the employee’s e-personnel file.

See Work Arrangements and Performance Reviews for additional information, including questions employees and supervisors can use to evaluate how well an arrangement is working.

Yes, the completed form will be available by selecting the History button in the review tool. The ePersonnel file will also contain the completed form for the supervisor and employee to access.

...an employee review has not been started? 
The ability to create a review will transfer to the new supervisor.

...some reviews have been started but not all?
Contact the ITS Help Desk with details about how you want each of the existing forms handled.

...all reviews have been started and some have been completed?
For reviews started and NOT completed, please contact the ITS-Help Desk for assistance moving them to the new supervisor.
For completed reviews, the new supervisor will have access to the performance reviews via the employee ePersonnel files.

...all reviews have been completed? Can the new supervisor see the reviews?
The new supervisor will have access to the reviews in the employee ePersonnel files.

It is expected that employees will be able to acknowledge (sign) their review by the review cycle deadline (or other deadline established by a department or unit). Supervisors should complete the employee’s review and have the performance review meeting early enough to allow the employee to acknowledge prior to the deadline.

When the employee signs the review, it does not indicate agreement but confirms that the discussion with the supervisor occurred. Employees have the option to add additional comments directly on the form prior to signing. Supervisors should work directly with their departmental human resources representative if obtaining an employee’s signature before the deadline will not occur.

Employees have 60 days after the performance review deadline (March 31) to sign the review. If the review is not signed by the employee at this time, the review form will be uploaded to the employee's ePersonnel file in Self Service without the employee's signature.