Frequently Asked Questions - Policy & Procedure

What do I need to know about how this tool impacts contract employees?

The expectation is that contract employees are included in the performance management process.  They are eligible for salary increases; therefore, they must have an evaluation rating them as “Meets, Exceeds, Significantly Exceeds.”

Do I need to include a union representative in my meeting with my employee if the employee requests it?

Remind the employee that this is not a disciplinary conversation. If they still insist, please contact your HR Business Partner.

How will an employee receive a rating and an increase if my manager doesn’t do a review?

Constructive feedback is increasingly important throughout the year but especially in the performance review. Performance Reviews that are not completed on time default to a satisfactory rating, and an appropriate increase may be inline.

How are HR managers and Business Partners alerted to performance issues? And will they have access to my performance evaluations?

If an employee is rated as “needs improvement” or “unacceptable,” the manager will need to notify the HR Business Partner. The manager will need to provide a copy of the reviews to the HR Business Partner. Currently HR Business Partners do not have access to view performance evaluation.

Some employees are missing from the Performance Review Rating report in HCM, but they have reviews recorded in the online performance management system.

Those employees may have duplicate Performance Review Forms on the manager’s dashboard. Duplicate reviews must be deleted from the online performance management system in order for the report to be accurate. Please note: the Performance Review Ratings in HCM are only accessible to designated Merit Administrators.