Staff Annual Performance Review

NOTE: This area is currently under construction as we transition to DASH. Please submit a DASH inquiry here with questions regarding our new processes. To visit the new Employee Self-Service in DASH, please go here and click on "Employee Self-Service, Finance, and Human Resources" then click on "Company Single Sign-on" if prompted.

Annual performance reviews are a key component of employee development. As outlined in UT Policy HR0129 – Performance Reviews for Regular Staff Employees, the objective of the annual review is to provide all regular University staff and their supervisors an opportunity to:

• Discuss job performance
• Set goals for professional development
• Establish objectives for contributing to the department’s mission
• Discuss expectations and accomplishments

Employees are evaluated on five key performance elements as outlined on the Key Elements Guide:

1. Accomplishments
2. Service & Relationships
3. Accountability & Dependability
4. Inclusion, Diversity, and Engagement
5. Decision Making & Problem Solving

1. Supervisor accesses the OPR system and confirms Direct Reports populated from Org Chart Manager before creating the performance review form. If any information is incorrect, supervisors may log in to Org Chart Manager or use DASH to update the reporting structure appropriately. 
2. Supervisor schedules annual performance review meeting with employee
3. Supervisor asks employee to self-report accomplishments and progress towards 2023 goals.

• Supplemental Forms:
  • Self-Evaluation Form
  • Staff Performance Report and Development Form

4. Supervisor reviews the Key Elements Guide and employee self-report documents, and then initiates the review and approval workflow for the OPR.

• Supplemental Forms:
  • Supervisory Addendum Form
  • Peer 360-Degree Review Form

5. Supervisor discusses the OPR form with employee during annual performance review meeting.
6. Together, supervisor and employee establish Goals and Objectives for the next review period.

• Supplemental Forms:
  • Goals and Objectives Form
  • Individual Development Plan (IDP)
  • Performance Improvement Plan (PIP) *Required for employees with final overall performance rating of 9 or below*

7. Employee digitally signs the OPR form after the performance review meeting.

**If an employee is on a leave of absence during the review period, the supervisor should inform Human Resources. The annual performance review process should be completed as soon as possible after the employee returns.**

OPR Workflow Overview

The electronic workflow of the OPR requires engagement of the Supervisor, Next Level of Administration and Employee. The sequence of workflow is outlined below with email notifications being delivered to each user when action is required.

1. Supervisor completes initial draft of review and submits.
2. Form routes to Next Level of Administration for review, requiring approval to advance/release back to the Supervisor (no signature required)
3. Form returns to Supervisor for final review, and updating, if necessary, based on review by Next Level of Administration. Supervisor releases it to the Employee.
4. Form routes to Employee for review and signature.
5. Once signed by Employee, form routes back to Supervisor for signature.
6. Form routes to final destination with Next Level of Administration for final signature.
7.  Form loads into DASH and data entry to the Employee’s personnel file with overnight push of data to DASH.

**Each user should look for e-mail notifications from Noreply regarding the Online Performance Review and login to take action according to the workflow outlined above.**

• Online Performance Review System
• Online Performance Review Reference Guide
• Online Performance Review Video Tutorial
• Org Chart Manager Help