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UUPM stands for University of Utah Performance Management. It includes the soon-to-be implemented policy and all processes, systems, training, and resources University Human Resource Management (UHRM) has developed to support departments as they effectively practice performance management with their staff members.
There are currently three University (non Hospital) approved systems where performance plans and evaluations are managed and stored:
There are multiple advantages to the new UUPM system:
The system is available now but documents must be created and launched before supervisors and employees may access the system. Please contact your HR Team to start the set-up.
Yes, online trainings can be accessed in Bridge (accessible through CIS) or visit the UUPM website for direct links to training: https://www.hr.utah.edu/serviceTeams/perfManagement.php.
This system does not have a “test” site, so we encourage you to view the online trainings. Those can be accessed in Bridge or visit the UUPM website for direct links to training: https://www.hr.utah.edu/serviceTeams/perfManagement.php.
The University of Utah will soon implement a policy that requires all benefited staff employees to have a performance plan and evaluation at least once per year. For non-benefited staff performance plans and evaluations are encouraged but not required.
Formal disciplinary action, including written warnings and final written warnings should be handled outside the system. Please contact your HR Team for assistance.
Performance plans and evaluations are considered to be part of the employee personnel file. This means that the information contained in the system will be accessible to employees and supervisors (according to existing policies) for the duration of an individual’s employment with the University.
Your login is your uNID and your password is your CIS password. If you have forgotten your password, contact the Campus Help Desk at 801-581-4000 for assistance.
Yes, it can be accessed through a tablet or smartphone.
The “Goal” fields have a limit of 61 characters.
Yes, additional goal information can be put into the “description” field. There are also comment boxes throughout the performance document.
An employee may have multiple performance plans, but the performance period dates must differ for each document. For example, an employee can have a plan for a calendar year and a plan for a fiscal year, but not two plans with the exact same calendar dates (such as two documents dated 1-1-19 to 12-31-19).
Yes.
The new UUPM system is used exclusively for performance plans and evaluations and does not have “agreements, acknowledgements, and authorizations.”
Depends on where you work:
Contact your HR Team to start the process. Before launching, the following tasks will need to be completed:
No, you can phrase the goals as you see fit. Examples of goal formats/styles to consider include:
No, each college/division/department can create their own document with goals. It is recommended that each college/division share the same goals and rating style. HR is happy to share sample templates and best practices. Contact your HR Team for more information.
All employees will receive a system-generated email notifying them that a document has been created for them. They can then login to the system to view University goals, view college/division/department goals, and set their own individual goals.
Currently an entire college/division/department launches at the same time. In the future a “create” button will be made available to supervisors if they want to create performance documents for select individuals.
Currently an entire college/division/department launches at the same time with the same performance time frame. In the future a “create” button will be made available to supervisors if they want to create performance documents with different performance time frames for different individuals.
Currently, performance plans can be created by a supervisor for her or his direct-report staff. When the “create” button is added in the future, individual employees will be able to create their own performance documents.
No, as soon as the plan is saved, the other person can view it.
The new UUPM system allows plans to be created back to the date of 1-1-2019.
The new UUPM system does allow employees to add their own goals to their plan.
Depends on where you work:
No. A system-generated email is only sent when the supervisor “approves” this step of the process.
If college/division/department has a list of goals they want all employees to be evaluated on, those can be pre-loaded to the performance plans. Please coordinate with your HR team. If only your direct reports will share goals, but not all employees within a college/division/department, then either you will need to add the goals to each plan or your employees can add the goals to their own plan.
Yes. You can attach a file by selecting an employee’s performance evaluation and then clicking on the “Add Attachment” button at the bottom of the “Overall Summary” tab.
Not at this time, but that functionality is being explored for the future.
Technically “save” must only be selected before exiting, but it is a good practice to save often.
No, this system does not have proxy capability.
Forms and attachments can stay in the UUPM systems indefinitely.
At the end of the designated performance timeline, the employee will login to the system to rate themselves on all goals listed on the second tab (college/division/department) and the third tab (individual goals). They may also add comments. They will then provide an overall rating on the fourth and final tab. Then the supervisor will login to the system to rate the employee on the goals listed on the second and third tabs, provide comments, and provide an overall rating on the fourth and final tab. After supervisor and employee meet to discuss the evaluation, the supervisor will “share” the document with the employee and “acknowledge” the performance evaluation. For more information, please view the online trainings in Bridge (accessible through CIS) or visit the UUPM website for direct links to training: https://www.hr.utah.edu/serviceTeams/perfManagement.php.
Yes, but they cannot see each other’s comments during the “Define Criteria” stage, only during the “self-evaluation” and “manager evaluation” stages of the process.
The University of Utah goals on the first tab are view only and do not require a rating. All other goals require a rating.
Yes. The current evaluation does require an “overall rating.”
Not yet. The first document type created was for annual performance evaluations. In the future other types of documents will be created.
No. The one supervisor who can view an employee’s performance document is the supervisor listed in PeopleSoft.
In the system, a supervisor can only see plans and evaluations of their current employees and will not see previous performance documents from any former departments.
The department will need to contact HR in order to grant the new supervisor access to the employee’s plan. Please contact your HR Team.
A variety of reports are available to help managers and supervisors manage performance plans and evaluations. To request a report, fill out an information request form.
Available reports include: