Performance Management is the foundation of performance excellence. The process includes setting clear and specific performance expectations for each employee and providing periodic informal and formal feedback about employee performance. Performance appraisals are used to support decisions related to training and career development, compensation, transfers, promotions and reductions-in-force or employment termination.

Management can prevent or remedy the majority of performance problems by ensuring that two-way conversations occur between managers and employees, resulting in a complete understanding of what is required, when it is required and how everyone’s contribution measures up. Everyone benefits:

  • The employee knows exactly where he or she stands in relation to achieving goals or reaching performance milestones
  • The manager gains insight into the motivations of their employees through the required conversations
  • UMSL retains motivated employees who understand their role and the roles of others in contributing to the overall success of the university

Guides and Resources
Reporting for Managers
Complete the online training module through Percipio

Progress Check-ins for Staff

Progress check-ins are dedicated times throughout the year where administrative, service and support staff and their supervisors systemwide discuss what’s going well and areas for potential future growth.

The performance review calendar includes two scheduled Progress Check-In discussions throughout the course of the fiscal year, with the second check-in including a manager rating.

  • First Progress Check-In: Mid-fiscal year discussion
  • Second Progress Check-In: End-of-fiscal year discussion and ratings

Check out the full set of progress check-ins information and resources, including schedule, rating scale and access to an instructional training module, on the UM System ePerformance Progress Check-Ins webpage.

Probationary Appraisals for Staff

It is encouraged that supervisors and newly-hired direct reports check in at the end of the direct report’s probationary period (usually around the six-month mark).

This conversation can provide direct reports with actionable feedback and serve as a preview of the Progress Check-Ins that occur two times a year between employees and managers. Any performance conversation, whether formal or informal, helps each of us assess how work has gone so far, as well as plan for the future so we can move forward together. 

Probationary Period Extension

Probationary periods can be extended under certain circumstances, and a supervisor may wish to conduct additional appraisals. To learn more, take a look at the HR Policy Manual HR-109 Probationary and Qualifying Periods, or visit the Probationary Period Extension webpage for information on processing.

Coaching Resources for Supervisors

Coaching direct reports is a key component of being an effective supervisor, providing an opportunity to maintain engagement with direct reports, unlock potential in team members, as well as correct performance issues using a growth mindset.

Visit the UM System ePerformance Progress Check-Ins webpage for helpful resources in completing assessments for direct reports, as well as coaching for engagement and tips for providing feedback.

Policies and Rules

Full provisions related to performance evaluations are available in the following rules:

HR Policy Manual

Collected Rules and Regulations