Performance evaluation

myPerformance

myPerformance portal

myPerformance portal

**You can also access myPerformance through myHR.

myPerformance Deadline Dates 2017 (DOC)

myPerformance Training Recording

myPerformance Q & A (DOC)

Forms and resources

Performance appraisal forms

Academic positions

University of Missouri System is moving all academic employee evaluations to the myVita system. With this process, we are aligning our faculty job descriptions, evaluations, and promotion criteria around the three pillars of work of Extension faculty: to educate, create, and connect.

  • myExtension - myVita does NOT replace the myExtension system; myExtension is one data source for myVITA. You will not be asked to enter your program data twice. Data reported in myExtension will be uploaded in myVITA.
  • myPerformance - Do not be confused with myPerformance, which is the evaluation tool for staff positions.
  • Review period - The review period in myVita is based on the calendar year. Evaluation steps begin in January for the previous year, with evaluation discussions completed in the spring. See Resources below for details on steps and timeline.
  • Implementation date - MU Extension will begin this process effective 1/1/2018, with the review period of 1/1/2017 – 12/31/2017.
  • Resources:

Staff positions

myPerformance is an online tool using employee self-evaluation and notes along with supervisor input and response. It will begin to be used in Fiscal Year 2017. For guidance on using myPerformance, see hrs.missouri.edu/training/all-employees/myPerformance.php.

Regulations

CR 320.065 Performance Management

A. The purposes of performance appraisals are (1) to provide a fair and equitable basis for evaluating employee performance, (2) to improve communication related to performance, (3) to clarify expectations related to the position description and the university's mission, values and goals, (4) to provide a method to recognize and reward employee performance and improve productivity and performance of the university, (5) to guide professional development by identifying employee training and development needs and (6) to serve as one of the criteria for determining salary increases.

B. Performance appraisals are mandatory for Regular administrative, service and support staff, and highly recommended for Variable Hour administrative, service and support staff. Performance appraisals must be completed on an annual basis. The employee's manager or supervisor should complete the appraisal, discuss the appraisal with the employee and provide an opportunity for feedback.

C. Completed appraisals will be retained by Human Resources. The performance appraisal process and procedures will be determined by campus Human Resources.

310.015 Procedures for Review of Faculty Performance

  • Non-regular and untenured, Regular faculty. The performance of all non-regular and untenured regular faculty is to be reviewed annually by the appropriate unit supervisor (e.g., department chair, dean, director, etc.) The review should cover the performance for the past year and plans for the coming year. Written evaluations are expected and must be provided to non-regular faculty members where there are concerns about substantial shortcomings in performance. Annual evaluations of untenured faculty members during the probationary period must follow the faculty bylaws governing tenure for each campus. . . .
  • Tenured faculty members. Tenured faculty have proven their ability to contribute significantly in their discipline and to work independently and productively in their field. In this document we affirm and strongly defend the importance of tenure at the University of Missouri. By fostering creativity and protecting academic freedom, tenure safeguards faculty from unfair dismissal based on arbitrary or discriminatory practices, thus encouraging the constant search for truth that is the hallmark of the university. Under this policy or any other university policy, academic tenure should be revoked only with just cause, and may only be done in accordance with the Collected Rules and Regulations of the University, section 310.020.C.1. However, tenure does not protect faculty from the consequences of not performing satisfactorily their duties to the university. It is in the best interest of the faculty as a whole to ensure that each faculty member contributes fully to the institution throughout that individual's career.

HR 501 Performance Appraisals

Summary

The purposes of performance appraisals are (1) to provide a fair and equitable basis for evaluating employee performance, (2) to  improve communication related to performance, (3) to clarify expectations related to the position description and the university’s mission, values and goals, (4) to provide a method to recognize and reward employee performance and improve productivity and performance of the university, (5) to guide professional development by identifying employee training and development needs and (6) to serve as one of the criteria for determining salary increases.

Guidelines

Performance appraisals are mandatory for Regular administrative, service and support staff and highly recommended for Administrative, Service and Support Variable Hour employees. Performance appraisals must be completed on an annual basis. The employee’s manager or supervisor should complete the appraisal, discuss the appraisal with the employee and provide an opportunity for feedback. 

Completed appraisals will be retained by Human Resources. The performance appraisal process and procedures will be determined by campus Human Resources.