ITS Performance Management Process – Key Dates for 2023

April 13, 2023

The ITS Focus form will be used for ITS managerial & professional staff and the C&T Performance Feedback Form, for ITS clerical & technical staff. Though it is not mandatory that C&T employees submit self assessments, the self-assessment ensures that the employee has an opportunity to provide input and perspective into their own performance, and to include information the supervisor may not have. Working through this process can help employees identify and capture developmental interests they may want to discuss with their supervisor. Please visit the FAQs for C&T Staff for more information.

Staff members hired on or after April 1 will normally not receive a merit increase until July of the following year. Please note the following critical dates for this phase of the review process within ITS:

  • By April 14: Team members submit end of the year self-assessments to their managers.
  • By May 1: Managers solicit feedback from those who are knowledgeable about team members’ contributions. Managers write initial performance appraisals utilizing the ITS Focus form, and provide overall performance rating. The focus form is sent to the applicable SLT member for review.
  • By May 11: The performance calibration process concludes.
  • By July 28: Managers should conduct performance reviews and share performance rating and merit increase for eligible employees.
  • By July 31: Performance Rating and Compensation information will be visible in Workday.

What is Performance Calibration?

Through this process, ITS senior leadership discuss performance for their direct reports to agree on the appraisal rating standards, then shares results with all ITS management levels. This practice ensures that all managers apply a consistent set of standards when determining performance ratings. This annual process ensures a fair and objective appraisal of the past year’s performance across the organization by applying similar standards.

How does the University and ITS approach Merit Pay?

The University and ITS are committed to ensuring fair and equitable compensation practices and maintaining competitive salaries. While Human Resources establishes guidelines for merit increases, ITS senior leadership determines what they want to accomplish with their merit pool allocation. Departments are encouraged to distribute merit dollars strategically. Doing so motivates, rewards, and retains high performers while also differentiating and rewarding employee performance. Additionally, this approach to Merit Pay ensures rewarding team members for modeling IT Competencies and achieving performance goals. This process also conducts pay equity and market comparison analysis to determine if there are any gaps or if adjustments are needed to align with market compensation levels.

Please refer to ITS’s Performance Management page for additional resources on the performance management process.

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