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Performance Management Process

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The Performance Management Process (PMP) provides a structure for setting expectations and goals for employees, an opportunity for ongoing feedback throughout the year, and concludes with a formal PMP form and appraisal discussion.  To help with this process, employees and managers can use the forms and job aids listed below to ensure that the goal-setting and feedback sessions are successful.

Information for the Upcoming Appraisal Period

2012-13 PMP for All Employees

Employee Resources

Manager Resources

Due Dates and Requirements

Employee Resources
Manager Resources
Due Dates and Requirements
  • Sworn Police Officers: PMP due date is March 29, 2013
  • Contingent II Employees: PMP due date is April 30, 2013
    • A satisfactory evaluation is required for any Contingent II employee to be renewed on July 1, 2013.
  • Contingent I employees do not receive an evaluation
  • Regular Employees: PMP due date is April 30, 2013

    Please note:  Per the Memorandum of Understanding (MOU) for non-exempt employees; in the event that there is a performance problem currently, the employee will be given 30 days to correct such, if the non-exempt employee’s performance will jeopardize eligibility for a merit increase the supervisor will inform the employee as soon as possible prior to the formal Performance review.  This means that if a non-exempt employee is receiving a rating of  unsatisfactory performance, the PMP must be completed by March 29, 2013..

  • Exempt Employees:
    • A PMP is required for all employees hired prior to January 31, 2013..
    • PMP forms for employees hired after January 31, 2013  are not required.
    • No merit increase will be given to any employee hired after January 31, 2013.
    • All employees are eligible for COLA adjustments.
  • Non-exempt employees with a 6-month probation ending on or before June 30, 2013.
    • An employee who satisfactorily completes probation on or before June 30, 2013 will be eligible for a probationary salary adjustment (2.5%) at the beginning of the next pay period after probation ends
    • The employee is eligible for merit pay.
    • Both the probation report and a PMP form will be required to affect the increase.
    • The USM policy does not allow for early termination of a positive probation.
    • These employees will also be eligible for a COLA adjustment.
  • Non-exempt employees with a 6-month probation ending on or after July 1, 2013
    • An employee who satisfactorily completes probation on or after July 1, 2013, will be eligible for a salary probationary adjustment (2.5%) at the beginning of the next pay period after probation ends.
    • Employees will not be eligible for an additional merit increase during the year.
    • The Probation Report must be submitted two weeks before the end of probation.
    • DO NOT SUBMIT A PMP FORM FOR 2013. Although a form is not required at this time, you should review expectations with these employees.
    • The USM policy does not allow for early termination of positive probation.
    • These employees will also be eligible for a COLA adjustment

Review Leave Usage Detail

One important element of the PMP is a review of attendance.  The information detailing leave usage over the last 26 pay periods should be reviewed with your regular employees during the PMP. Follow these steps to look up leave usage:

  1. Log into the portal at https://myub.ubalt.edu.
  2. In the HR Self Service box, click the Review Detail Leave Usage link.
  3. Enter the employee ID number of your employee(s) or click the magnifying glass to search based on name.