The Performance Management Process

Performance Management Process Info

Performance management is a year-round partnership between employees and supervisors. It involves setting clear expectations, checking in regularly, recognizing accomplishments, and supporting development over time. The annual performance review is one part of this process, but the most important work happens in the ongoing conversations that precede and follow it. 

This page covers how performance management works at UM, what NEOED Perform is and how it is used, the responsibilities of both supervisors and employees, who is eligible, and how the annual review cycle works. 

Note: UM is transitioning to NEOED Perform for performance evaluations starting this year. Employees who still need to complete an evaluation for the prior review period should use the Performance Evaluation Template (previous version) instead.

Who This Applies To

Staff | Contracts

This page applies to staff and contract professional employees. Faculty performance management is governed by the applicable collective bargaining agreement and is administered through the Office of the Provost. Employees who have been employed for less than one year at the time of the annual review are not required to participate in the annual review. 

NEOED Perform

NEOED Perform is UM's performance management platform. It provides a single place for employees and supervisors to set goals, document conversations and progress, capture accomplishments, and complete the annual performance review. Using NEOED Perform throughout the year creates a record that reflects actual work over time rather than a single snapshot at review time. 

NEOED Perform is available to all eligible employees and supervisors. Training and resources for using the system are available through HRS.  

Shared Responsibilities

Performance management works best when both the employee and supervisor are active participants. The following describes the responsibilities of each. 

Supervisors are responsible for: 

  • Ensuring that the employee’s Role Description is a current and accurate reflection of their scope of work 
  • Setting clear expectations for the role and communicating them to the employee 
  • Establishing goals collaboratively with the employee at the start of the performance cycle 
  • Holding regular check-in conversations throughout the year to discuss progress, provide feedback, and address any concerns early 
  • Documenting conversations, accomplishments, and observations in NEOED Perform, utilizing the Journaling function 
  • Completing the annual performance review thoughtfully and timely 
  • Recognizing employee contributions and supporting professional development 
  • Addressing performance or conduct concerns promptly and constructively, in consultation with HRS 

Employees are responsible for: 

  • Understanding the duties and expectations of their position 
  • Setting goals collaboratively with their supervisor 
  • Engaging actively in performance conversations throughout the year 
  • Tracking their own accomplishments and progress in NEOED Perform, utilizing the Journaling function 
  • Completing a self-evaluation as part of the annual review process 
  • Raising questions or concerns about expectations, workload, or development with their supervisor 

The Performance Cycle

The performance review cycle runs from July 1 through June 30 each year. Performance reviews are based on work performed during that period regardless of the employee's employment schedule. 

The cycle has three phases: 

Beginning of cycle: Goal setting  

At the start of each cycle, supervisors and employees meet to establish goals for the year and confirm expectations for the role. Each employee is expected to input at least two goals annually. A manager may also input goals for their staff. Goals are documented in NEOED Perform. 

Throughout the year: Ongoing conversations and documentation  

Regular check-ins between the employee and supervisor are the foundation of the performance management process. These conversations do not need to be formal. They can range from brief updates to structured discussions about progress, development, or concerns. They should regularly address the items to be evaluated at the end of the review period (goals and competencies). Notes and accomplishments are documented via the NEOED Perform Journaling function throughout the year. 

End of cycle: Annual performance review  

The annual performance review is completed at the end of the cycle with a target submission date of August 15. Because the review period ends on June 30, the review should not be completed prior to July 1. The supervisor completes the review in NEOED Perform, incorporating input from the employee's self-evaluation and the documentation accumulated throughout the year. A review meeting is scheduled to discuss the evaluation. 

Governing Policy

MUS Staff Compensation Plan  

Applicable Collective Bargaining Agreements 

Frequently Asked Questions

  • Yes, for most employees. Annual performance reviews are required for all eligible non-temporary employees. Employees who have been employed for less than one year at the time of the annual review are not required to participate in the annual review. Supervisors are required to complete a review for each eligible direct report and submit through NEOED Perform between July 1 and August 15 each year.

  • The employee has the opportunity to provide written remarks in response to the performance review before it is finalized. This written response will be placed in the employee’s personnel file. If the employee disagrees with the review after signing, they may raise their concern with the next level of supervision or contact HRS for guidance. Signing the review indicates receipt, not necessarily agreement.

  • There is no mandated frequency beyond the annual review. However supervisors and employees are encouraged to establish a regular rhythm of check-ins that works for their roles and unit operations. The key is consistency. Even brief, regular conversations are more effective than infrequent formal meetings.

  • Performance concerns should be addressed promptly rather than waiting for the annual review. Contact HRS as soon as a concern arises. For guidance on addressing performance concerns, visit the Performance Concerns and Corrective Action page.

  • No. Faculty performance management is governed by the applicable collective bargaining agreement and is administered through the Office of the Provost. Contact the Provost's office for guidance on faculty performance matters. 

Contact this Team

For questions, please submit a ticket through AskHR, email askhr@umontana.edu, or call 406-243-6760.