Performance Management

Human Resources

The practice of retaining high-performing staff involves fostering strong working relationships between managers and employees, wherein performance management is approached as an ongoing dialogue, to create an engaged, focused, and productive work environment.

University policy requires that staff receive a written performance assessment by their manager once a year within the Performance Appraisal System. An assessment serves as a mechanism for providing feedback and documenting an employee’s performance over a defined time period. It offers clear communication of job expectations and help in setting goals. Additionally, an assessment can be a constructive tool for mentoring employees, identifying areas for development, and facilitating improvement.

Staff Performance Management and Merit Pay Program

Human Resources supports a program that leverages various talent management strategies to develop organizational capabilities.

The program emphasizes clear and collaborative goal setting as a foundation for success, ensuring that expectations are well-defined, progress is measurable, and employees are empowered to take ownership of their development.

Building on this foundation, performance check-ins and assessments are focused on meaningful outcomes, fostering timely, actionable, and growth-oriented feedback.

FY 26 Timeline

Date	Activity
July 1, 2025 – June 30, 2026	Goals established; check-ins take place for ongoing feedback and support.
September 15, 2025	Effective date for FY 25 merit
December, 2025- January, 2026	Mid-Point check-in
June 1, 2026	Appraisal forms open

For additional information, contact the Organizational Development and Engagement team at talent-dev@udel.edu.

Resources: Staff Performance Management and Merit Pay Program

Performance and professional development goals are set at the beginning of the performance cycle to align individual goals with annual team and organizational objectives. The specific timeline and process for goal setting are at the discretion of college/unit leaders. Managers should establish a collaborative process with employees to monitor and manage goal progress throughout the year.

Clear, collaborative and productive conversations between employees and managers are the foundation of performance management. Coaching occurs through regular and informal conversations, rather than being reserved for the annual formal assessment. Feedback is a powerful mechanism that supports individual development. To be effective, feedback needs to be timely and specific, descriptive and constructive.

Midpoint Goal Check-in Guide for Managers
Midpoint Goal Check-in Guide for Employees
Coaching in Action for Leaders and Managers -LinkedIn Learning course
Coaching and Developing Your Employees-LinkedIn Learning course

Managers assess staff performance annually and record it in the University’s performance appraisal form.

The primary focus is the performance discussion, which includes reflection on past performance and its impact on employee, team and organizational success. Agreements about performance and professional development priorities are noted and then carried forward to the goal-setting process, which takes place at the beginning of the new performance cycle.

Appraisal forms must be submitted by the deadline for the employee to be eligible for merit pay.

Manager Resources

Staff Resources

Effective Performance Discussions –Employee Checklist

UD’s merit program is based on a pay-for-performance philosophy and anchored in the performance management process. Our merit program aims to reward and recognize the work performed during the performance cycle and supports UD’s commitment to compensate our staff competitively.
Staff performance will be assessed annually by managers through the performance management process and documented in the appraisal form.
Individuals will summarize both their accomplishments and professional development achievements on the appraisal form before routing to their manager for their assessment discussion.
Appraisal forms must be completed to be eligible for merit.

Forms, policies and resources that support the performance management process:

Online Performance Appraisal Login
New Staff 90-Day Performance Assessment
Performance Appraisal Access Request Form-for HR Partners

Performance Improvement Plan (PIP)
Performance Management & Merit - Manager Toolkit

Goal Setting

Coaching and Feedback

Midpoint Goal Check-in Guide for Managers
Midpoint Goal Check-in Guide for Employees
Coaching in Action for Leaders and Managers -LinkedIn Learning course
Coaching and Developing Your Employees-LinkedIn Learning course

Performance Assessment

Managers assess staff performance annually and record it in the University’s performance appraisal form.

Appraisal forms must be submitted by the deadline for the employee to be eligible for merit pay.

Manager Resources

Staff Resources

Effective Performance Discussions –Employee Checklist

Pay for Performance

UD’s merit program is based on a pay-for-performance philosophy and anchored in the performance management process. Our merit program aims to reward and recognize the work performed during the performance cycle and supports UD’s commitment to compensate our staff competitively.
Staff performance will be assessed annually by managers through the performance management process and documented in the appraisal form.
Individuals will summarize both their accomplishments and professional development achievements on the appraisal form before routing to their manager for their assessment discussion.
Appraisal forms must be completed to be eligible for merit.