PERFORMANCE MANAGEMENT

Completing Administrative or Staff Performance Evaluation

Adding or Editing Goals for Staff or Administrative Evaluations
Adding a Collaborator to Staff or Administrative Evaluations
Transfer Staff or Administrative Performance Evaluations

 

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Human Resources has developed the Rating Recommendation Document to help standardize the WyoCloud performance evaluation ratings across campus.

Human Resources does not recommend that supervisors alter the 50% split between competencies and goals. However, supervisors are encouraged to adjust the percentages for individual goals and individual competencies. 

With the Redwood updates, weights must be set for both competencies and goals. Employees initiate the first step and will need to set weights for both the competencies and goals. During the second step, supervisors may adjust weights as needed.

Select 'Edit Competencies Weights' or 'Edit 2025 Performance Goals Weights'.

Evaluations are created for all employees who are hired on or before October 1st.  If your employee was hired after October 1st, HR recommends that you meet with your employee during the evaluation period to discuss progress in their role, but an evaluation is not required.

Employees who have had a mid-year change of supervision should have the previous supervisor added to their evaluation as a collaborator so that both the previous and current supervisor can evaluate the employee for the entire annual review period.

• Adding a Collaborator to Staff or Administrative Evaluations

Employees who have a change of supervision in December or January should have their evaluations transferred back to the previous supervisor for completion.

• Transfer Staff or Administrative Performance Evaluations

With the Redwood update, competencies cannot be added or removed from evaluations.

• Adjustments made under 'Review your Competencies' will not affect the evaluations.
• If a competency appears twice (e.g., Communication), please set one to 0% weight.
• If a competency seems missing, the topic may be added as a goal so the employee can still be evaluated.

There was an error in the description associated with the Communication competency for administrative evaluations.  When selecting 'Show Competency' info the description will display language specific to the Athletics Department.  Please disregard that text.
When rating for the Communication competency on Administrative Evaluations, use the following description:
Expressing ideas effectively in individual and group situations, including nonverbal communication; adjusting language or terminology to the characteristics and needs of the audience. 

Selecting the 'Review your Competencies' button displays an employee’s 'personal choice' competencies.  These can be added or removed by the employee, but they do not feed into the evaluation.  Any changes made here, by either the employee or the supervisor, will not appear in the evaluation.

Please go under My Profile/Learning and see if there are any trainings listed under required trainings. If yes, complete these trainings.

If not, contact employee.relations@uwyo.edu. 

The Employee Handbook requires that supervisors meet with their employees to discuss their goals and competencies once a quarter.  Here are some recommendations for these meetings: 

• 1st quarter – two meetings.
  • Complete evaluation for the previous Annual Review Period.
  • Set goals for the new Annual Review period.
• 2nd quarter – review status of goals and demonstration of competencies.
  • During the regular one-on-one meeting, take 10 minutes to review goal progression and comfort level with required competencies.
    • Note any areas of concern and outline any needed expectations.
    • Follow up on goal progression.
      • What goals have been started?
      • What goals have not been started?
      • Is there an issue that the employee needs help on?
      • Are all the goals still realistic and obtainable?
      • Are additional goals appropriate?
• 3rd quarter – review status of goals and demonstration of competencies.
  • During the regular one-on-one meeting, take 10 minutes to review goal progression and comfort level with required competencies.
    • Note any areas of concern and outline any needed expectations.
    • Follow up on goal progression.
• 4th quarter – finalize goals for the upcoming evaluation and note any lingering performance concerns.
  • Are expectations clearly understood?
  • Have goals been completed or almost completed?
    • If goals are not started, should the goal be removed?
    • Does the goal have established success criteria that is understood by the supervisor and the employee?

Employees can locate their evaluations in WyoCloud by selecting My Profile/Career and Performance/Performance.
Supervisors can locate their employees’ evaluations by selecting My Team/Performance.

Employees can locate their goals in WyoCloud by selecting My Profile/Career and Performance/Goals Center.
Supervisors can locate their employees’ goals in WyoCloud by selecting My Team/Team Goals Center.
Adding and Editing Goals for Staff or Administrative Evaluations.

This task is initiated after the employee completes their self-evaluation. The supervisor must verify that the weights for the goals and competencies are accurately reflected.  Then the supervisor must provide a rating for each competency and goal in the evaluation. Comments are highly encouraged, especially for any rating where the employee is not meeting or exceeding expectations. When completed, the supervisor should click the "Submit" button in the upper right-hand corner of the screen. This will submit the scores and comments into the system.

To advance the document, the supervisor must share the evaluation with the employee, so they have a copy before initiating a feedback/review meeting. The supervisor has 2 options: “Share and Retain” or “Share and Release.”

• “Share and Retain” - The supervisor can “Share and Retain” the document. This allows the employee to review the document while the supervisor retains the ability to further edit the evaluation. “Share and Retain” will not move the document to the next task. The supervisor must click “Share and Release” to move the document forward.
• If “Share and Retain” has been selected and the supervisor needs to make edits, the supervisor should reopen the evaluation and make the necessary edits.  When completed, select “Share and Release.”
• “Share and Release” - To move the document to the next task, the supervisor must click “Share and Release.” This will allow the employee to view the document, and the supervisor will release editing control. The Supervisor must choose to “Share and Release” to move the document to the next task. 
  • Releasing the Document – Once the supervisor has released the document, they can no longer edit it, and it is locked for review. If the document requires further editing, Human Resources must move the document task back.

After meeting with the employee in person (or virtually if necessary), the supervisor will select the applicable evaluation, enter the accurate date they met with the employee, provide any applicable comments, and select “Schedule.”

The employee will open the evaluation, note the date of the meeting, add any applicable comments, and select “Confirm.”
If an employee is asked to confirm a meeting that did not occur, please contact Employee.Relations@uwyo.edu.

Supervisor will open the evaluation and select “Submit,” add any applicable comments or documentation, and select “Submit.”
The evaluation is not completed until the second-level supervisor approves the evaluation!

The next-level supervisor must approve or reject the evaluation.  If approved, this completes the evaluation.  If rejected, the evaluation returns to the supervisor for edits.