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People and Culture

NEOED Perform

Benefits of NEOED Perform

UM has adopted NEOED Perform, a new platform to support performance management on campus. Perform facilitates structured, meaningful employee-supervisor conversations throughout the year. With this new tool, we hope to shift performance evaluation from a once-a-year event to a regularly-occurring exchange. This shift should reduce misunderstandings, clarify expectations, and support healthy, professional conversations related to employee performance.

Why improve performance management at UM?

Performance management involves setting expectations, supporting development, and recognizing contributions. Across campus, there is a shared interest in making the performance management process more of a continuing conversation than a once-a-year event. Our hope is that more frequent performance management conversations will help managers and employees develop productive and meaningful working relationships.

What's changing?

A more consistent approach through NEOED Perform

Perform provides a single place for setting goals, documenting progress, and supporting ongoing conversations.

Support for ongoing conversations and feedback

Employees and supervisors can capture notes, track progress, and recognize accomplishments throughout the year. This creates a record that reflects actual work over a period of time, rather than the snapshot of a single point in time reflected by a once-a-year evaluation.

Clearer goal setting and alignment

A more structured approach to goal setting helps align individual work with unit and institutional priorities.

A shift toward ongoing, supportive engagement

Performance management is reframed as a continuous process focused on feedback, development, and recognition—not just formal evaluations or corrective conversations.

 What this means for you

Supervisors

Employees
  • Clearer structure for setting goals and discussing performance throughout the year
  • More regular opportunities for feedback and discussion
  • Tools to document conversations, track progress, and recognize accomplishments over time
  • Opportunities to check your understanding of goals, expectations, and development priorities
  • Less reliance on a single annual review to reflect performance over time
  • Opportunities to ask for career development and support
  • Support for more consistent and meaningful conversations with employees
  • The ability to track progress and accomplishments throughout the year

Timeline

  • Pilot groups across campus use NEOED Perform; provide feedback to inform system updates and improvements.

  • Guidance, training, and resources developed to accompany implementation.

  • Campus-wide launch of NEOED Perform

  • Training sessions offered for supervisors and employees on topics including how to use the system and goal setting.

  • Additional training, guidance, and support will be offered throughout the first year of implementation.

Frequently Asked Questions

  • Performance management is shifting from a once-a-year event to a regular process on a new platform that ongoing conversations, goal setting, and development throughout the year.

  • NEOED Perform is used to support performance management activities, including setting goals, documenting conversations, and tracking progress over time.

  • Go to www.umt.edu/neoed and sign in using your UM NetID and password. Click on "Performance" in the top navigation menu.

  • Employees and supervisors can determine how frequently they want to check in on NEOED Perform. The key is to agree to regular interaction to support ongoing feedback, alignment, and development.

  • Yes. Annual performance reviews will continue to occur each year. These reviews will be supported by ongoing conversations and documentation that reflect current work, progress, and development. If regular conversations take place throughout the year, there should be no surprises in anyone’s annual performance review.

  • Once a regular rhythm is agreed upon, it’s a matter of forming a new habit and weaving performance management conversations into already existing work. Regular documentation makes the annual performance review less time-consuming.  

  • Both supervisors and employees have roles in performance management. Supervisors are responsible for managing the performance of each of their direct reports.

    • Employees participate by making sure they understand the duties and responsibilities of their position, setting goals, discussing progress toward goals with their supervisor, and self-evaluating job performance on a regular basis.
    • Supervisors participate by setting clear expectations, reviewing employee goals and providing support to help employees attain them, and providing input on employees’ job performance on a regular basis.

  • Conversations may include progress toward goals, accomplishments, challenges, and development opportunities. The goal is to reflect ongoing work and support growth over time.

  • Supervisors and employees can state and track goals in the NEOED Perform platform.

  • More information is forthcoming. 

  • For additional support, please email AskHR@mso.umt.edu.