Performance Management

In Practice:

  • Performance management at UMass Amherst is an ongoing process where supervisors and employees set goals, hold regular coaching conversations, track progress, and document outcomes to ensure work aligns with the university’s mission and strategic goals. It is guided by UMass HR policies and any applicable collective bargaining agreements.
  • Planning: Dialogue between a supervisor and employee to establish clear, specific performance expectations at the beginning of the performance cycle.
  • Feedback, Coaching & Documentation: Regular two-way discussions focusing on work progress and quality. Observing, monitoring and documenting performance throughout the year.
  • Review, Evaluation & Development: Summative two-way discussion and written documentation. Focusing on employee performance: areas of excellence, goals for improvement, and development needs.
Supervisor Responsibilities
Employee Responsibilities
  • Initiate performance discussions.
  • Set clear, mission-aligned goals and priorities with staff.
  • Document performance—strengths and needed improvements.
  • Communicate regularly to understand and support employees’ needs.
  • Provide regular, balanced feedback and coaching to improve development and productivity.
  • Conduct evaluations per university procedures and submit completed reviews to HR as required.
  • Model the Principles of Employee Conduct.
  • Meet job responsibilities and mission-aligned performance goals.
  • Record and share accomplishments and received feedback with your supervisor.
  • Communicate concerns, obstacles, or needs that affect your work.
  • Adhere to the Principles of Employee Conduct.

Performance management is different depending on if employees are in a union (unit staff) or non-unit staff. 

Click here for unit staff, and click here for non-unit staff information.