Performance Management

Setting Expecations

The continued success of UMKC depends on its employees meeting certain expectations within their roles. When set, these expectations can serve as guidelines for both the employee and their supervisor by providing a reference point for coaching or during the disciplinary process and can be used as a guide for what behavior and action are expected of employees.

Supervisors should promptly set performance expectations using the provided guide for setting employee expectations (PDF). Regular review of these expectations during one-on-one meetings is essential for ongoing alignment and improvement.

Evaluating Performance

UMKC's evaluation process includes two scheduled Progress Check-Ins per fiscal year. 

• First Progress Check-In: Mid-fiscal year discussion
• Second Progress Check-In: End-of-fiscal year discussion with ratings

These check-ins provide employees and supervisors a chance to discuss what is going well and what can be improved, check-in on progress toward goals, stay aligned on current projects, and agree on next steps. 

Recognition

Being able to use praise effectively is one of the most important jobs of a supervisor. Sincere and honest recognition lets employees know that you appreciate them and the work they do.

The act of recognizing employees doesn’t need to be a grand gesture for it to provide benefits to your team. The easiest form of recognition is using positive and encouraging words to recognize and reinforce desired behaviors. Check out the Employee Recognition Guide (PDF) to explore best practices for recognizing employees, along with some ideas to help you get started.

Discipline

There are times when an employee may not meet expectations, and you will have to take steps to discipline the employee. In all instances where you believe that a formal disciplinary action may be appropriate, please contact Human Resources for assistance.