The University of Missouri System’s new approach to performance feedback is grounded in the belief that frequent, honest conversations between managers and employees drive better performance and engagement. Progress check-ins are regular discussions that will happen three times a year to:
In a performance-oriented culture, employees and managers are held accountable for whether goals and duties are accomplished throughout the year. Once a year, it is useful and valuable to summarize cumulative employee performance with an overall rating.
Rating Scale
We will move from a 5-point rating scale to a 3-point rating scale. The rated appraisal will be an overall rating and will not include individual competency scores.
Schedule
The full process will begin with FY22, utilizing the following schedule:
| Creates a culture of accountability and candor | Clarifies and aligns objectives with university/unit goals |
| Supports a shared responsibility between supervisors and employees | Identifies training and development desires and needs |
| Emphasized informal recognition | Builds upon existing structure (e.g., academic calendar, budget cycle, year-end metrics, numerous direct reports, seasonal work, etc.) |
| Annual score aids in determination of merit | Convenient location of process in myHR |
